There’s no single way to conduct a training needs analysis. You need to use a mixture of data and anecdotes/intuition to reach reasonable conclusions about what the training needs actually are. From this, you can start to define your solution. This document is chapter 2 from the ebook ‘Designing Great Training’ which can be purchased…
There’s no RIGHT way to do a Training Needs Analysis – but there are wrong ways! Many factors influence the way that we identify training needs: some jobs are well defined, whilst others are not some skills are mandatory, whilst others are nice to have some requirements are new (changing legislation for example) whilst others…
Lots of training fails NOT because it isn’t well written or properly researched, but because we don’t spend long enough thinking about the transfer of learning. Transfer of learning is vital – if we can’t transfer what’s covered in the training back to the workplace, then everyone has wasted their time. The problem with transfer…
Designing training is a core skill of good trainers, yet it is one that is not often given proper attention. When learning to be a trainer almost all development is focussed on delivery skills, and design is somehow expected to be ‘picked up’. Many experienced trainers may also feel that, because they know their subject…
As training budgets appear to be under constant review, the number of learning options grows, and an increasing number of training providers in the marketplace, the issue of evaluation gains a higher profile. Increasingly, stakeholders want to know that by investing their money in a training solution, they will get real results, and value for…