Becoming a trainer – training needs analysis

1. Becoming a trainer – training needs analysis

2. Aims and objectives • Aim: to explore the training needs analysis stage of the training cycle • By the end of this workshop, you should be able to: • describe the need for training needs analysis • identify the different methods of TNA and know how/when to put them into practice

3. The training cycle

4. Training needs analysis – the purpose • To identify shortcomings in performance? • To find out an individual’s training need? • Knowledge, skills and attitude – the analysis of gaps in knowledge and skills identifies what employees will need to learn in order to be fully competent in the jobs they will be doing now and in the future

5. Training needs analysis – why bother? • Assessing individual training needs is important because • learners come from different backgrounds • learners vary in their strengths and weaknesses • some learners might need more help to cope • it informs for future learning and training planning • it enables staff to develop and achieve personal and career goals

6. Training needs analysis • Three levels: • Organisational – general need or area for development – aim is to understand the amount & types of learning that will be needed to ensure all employees have the right knowledge, skills & attitude to perform their job • Occupational/Departmental – skills for particular jobs – new and changed jobs, re-organisation and change • Individual – skills required within the other two areas. This is often carried out at appraisal. Needs may cover enhancing skills to improve performance to deal with forthcoming changes, or developmental needs that will enable the individual to progress their career

7. Key steps in conducting a needs analysis • identifying the gaps between current and desirable practice and selecting areas that need to be addressed. • analysing the gaps and determining what is causing them • identifying ways of satisfying these needs. This could range from providing a resource, or ensuring a trainee gets exposure to a particular patient, through to a formal training session.

8. How do you identify needs? • Appraisals • Interviews • Mistakes/problems • Introduction of new systems • Psychological assessment • Direct observation • Job analysis • Auditing • Analysis of records • Questionnaires • Focus groups

9. Next steps • Feedback – formal report (to senior management) or part of planning process • Prioritising needs • Learning or training plans • Formal training or further study • Informal training • PDPs

10. Aims and objectives • Aim: to explore the training needs analysis stage of the training cycle • By the end of this workshop, you should be able to: • describe the need for training needs analysis • identify the different methods of TNA and know how/when to put them into practice

11. Further reading/Resources • Learning theories - Theory into Practice database – www.gwu.edu/~tip/ • European Learning Styles Information Network – www.elsinnet.com • Training needs analysis – Boydell T. & Leary M. (1996) Identifying Training Needs, CIPD