How To Present A How To Create A Training Needs Analysis Course
This How To Create A Training Needs Analysis Course is an easy and fun course used in various training workshops, meetings, and activities. It is suited for groups of 12-15 people but can be applied to larger groups by forming smaller groups. It only needs about a day to present the content.
It is easy to present this course. Download the content you’ll need (slide deck, manual and guides). And then follow the course outline.
The content can be rebranded and customized by adding a logo.
Let’s explore what you will get.
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This course on how to conduct a training needs begins by outlining the relationship between training and the company. The course then details the three main training and development perspectives. The course then defines what training needs are. Next, the course comes to a close by sharing how to perform a training needs analysis.
Who Should Attend
This course will target the needs of line staff, team members, managers, and human resource professionals.
What Your Delegates Will Learn
At the end of this how to conduct a training needs analysis course, your delegates will be able to:
- Understand the relationship between training and the company.
- Recognize the three main training and development perspectives.
- Understand what are and what are not training needs.
- Perform a training needs analysis.
These are the five critical sections in this course.
1. Key training and development skills
- Identify how to implement a training need assessment process.
- Define what training is.
- Discuss knowledge, skills, and abilities (KSAs).
- Outline the fragmented, formalized and focused approaches to training and development.
2. The training cycle
- Training cycle is defined by a systematic approach to the development, delivery, and continuous improvement of training initiatives.
- Recognize how to identify training needs.
- Explore the design of training.
- Discuss delivering training.
- Outline how to evaluate the training.
3. Training needs analysis
- How to develop the key skills that can make a difference when completing a training needs analysis.
- Learn how to identify training needs with confidence.
- Review key concepts.
- Explore the benefits of TNAs.
4. The four main stages of a training needs analysis
- Discuss SWOT analysis.
- Explore a performance-gap analysis.
- Examine an employee/team performance-gap analysis.
- Detail a review of training needs.
5. How to prioritize a training need
How To Conduct A Training Needs Analysis Course
- An 82 Page Instructor Manual.
- A 62 Customizable PowerPoint Slides.
- A 53 Page Training Manual.
- 17 Free Training Games.
- 17 Free Training Icebreakers.
- 12 Practical Training Guides.
- 2 Course Tests.
- A Reading List.
- A Course Advertorial.
- An Action Plan.
€ 71Add to cart
Why We Created A Course On How To Conduct A Training Needs Analysis
Training needs analysis skills are a collection of essential human resource management skills needed in the workplace.
And here are the key reasons why they are essential in the workplace.
- The Harvard Business Review reports that companies spend more than $359 billion globally on learning and development.
- But do you know that the Work Institute’s Retention Report found that 1 in 4 workers will leave their jobs? And that approximately one-third of this turnover is due to unsupportive management. Or a lack of development opportunities.
- Gallup also highlights that actively disengaged employees in the United States cost $483 billion to $605 billion each year in lost productivity. Plus, 70% of employees report lacking the skills to do their jobs. And only 12 % of employees will apply the skills learned to their roles.
- Clear Company has also indicated that 74% of employees say that a lack of professional development prevents them from reaching their full potential.
- Sprout Social suggests that 29% of organizations identified with clear learning and development plans. And many employees feel that they are set up to feel undervalued and underdeveloped.
- Plus, Clear Company reveals that if companies invested in staff development, 94% of employees would stay longer.