HR Definitions

A training needs analysis is a process of determining what training is required to improve the performance of staff in the workplace.

How can it be used? The process can be completed by merely asking staff "what they think" and then collating that information, but this method usually delivers what staff would "like to do", rather than "what is needed" for improvement in workplace performance.

At HRworkbench we like to apply a multi-level approach to the training needs analysis process.

The approach we use for core competence is to conduct a review of workplace performance, and for this we recommend an extended 360-degree Profiling process, against a set of performance targets for each element in the competence profile.

The resultant data is analysed to determine what needs to improve and then training interventions are designed to lift the performance in these areas.

The 3600-degree Profile can then be easily re-run at a later date to assess the success of the training intervention. The gap between the before and after scores should show substantial growth.

This process can be supplemented for job specific skills and knowledge with a link in our Performance Management Online process.

Each staff member has specific workplace objectives and sets milestones for achievement of these objectives. If any of these objectives are unreachable due to lack of skill or knowledge, the staff member tags the item for development, agrees this with their manager, and this becomes a core input into the training needs analysis.

All of these processes are available in a multi-lingual deployment environment at HRworkbench.

Skills assessment is used for:

• Determining development plans
• Determining appropriate remuneration levels
• Performance evaluation

Best practice for training needs analysis involves applying a structured process, like the one outlined above, rather then simply asking staff "what they think".

Capability Assessment
Competence
Competence Development
Skills Assessment