Training Needs.pdf

THE

TRAINING NEEDS ANALYSIS

POCKETBOOK

By Paul Donovan and John Townsend

Drawings by Phil Hailstone

“Concise yet comprehensive, a handy and valuable resource for training professionals.”

Justin Kinnear, Education & Training Manager, IBM Sales & Marketing Centre EMEA

“Paul and John have done a fabulous job in illustrating why a successful training needs

analysis has to align the resultant training solution with the goals, strategy and culture of

the target organisation.”

Bernard Foley, Training Officer, American International Group

“Accurate, precise, thorough and an invaluable tool for anyone involved in identifying

training and development needs.”

Brian Kirwan, Human Resources Director, Irish Blood Transfusion Service

Published by:

Management Pocketbooks Ltd

Laurel House, Station Approach, Alresford, Hants SO24 9JH, U.K.

Tel: +44 (0)1962 735573 Fax: +44 (0)1962 733637

E-mail: sales@pocketbook.co.uk

Website: www.pocketbook.co.uk

MANAGEMENT

POCKETBOOKS

or transmitted in any form, or by any means, electronic, mechanical, photocopying, recording

or otherwise, without the prior permission of the publishers.

This edition published 2004. Reprinted 2005.

British Library Cataloguing-in-Publication Data – A catalogue record for this book is available

from the British Library.

ISBN 1 903776 24 4

Design, typesetting and graphics by efex ltd. Printed in U.K.

CONTENTS

INTRODUCTION

THE TEN POINT TRAINING PLAN

Definition, purpose and format,

what went wrong?, the

stakeholders – what’s their role?

Vision/mission/strategy, performance

issue being addressed, specific learning

objectives, participant categories,

participant selection, course outline, who

will deliver the training, training delivery

standards, roles and responsibilities,

evaluation criteria

THE TRAINING NEEDS

INVESTIGATION

Investigate, identify key priorities,

new performance goals, visualise

what will help and hinder, eliminate

the obstacles, search for alternative

solutions, training solutions,

indicators of success, gaps in

people’s competence, assure

relevance of content, transfer of

learning, evaluation of training

TOOL BOX

Force field analysis, competencies,

identifying competency gaps, focus groups,

writing learning objectives, the learning

transfer bridge (8Ps), the four levels of

evaluation

QUESTIONNAIRE –

HOW EASY WILL IT BE TO

MAKE TNA WORK FOR YOU?

Standards of performance, measurement

system, manager’s role, reward system,

career planning, succession planning,

recruitment and selection, scoring

I NTRODUCTION

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