Oak Innovation: Training Needs Analysis Training Course Material

Description

How to deliver an amazing training course on training needs analysis skills

This course will meet the challenges faced by line-staff, human resource professionals, general managers, and senior executives that need to perform a training needs analysis as part of their roles.

In truth, the course material will directly help you guide your audience on how to perform a training needs analysis (TNA).

Benefits of this training course material

What’s not to love about this training course material:

• Instantly available
• Freedom to add your logo
• Brand everything as your own
• Fully customizable
• Deliver the course wherever you want
• All content is developed by industry experts
• Saves you time and effort
• Affordable
• No experience required

What our customers say

Oak Innovation is loved by industry-leading professionals all around the world.

Oak provides a wide range of training modules for both organizational, management, and employee development. The training modules and manuals are very well designed and offer a practical solution to the provision of training. As the Training and Development Manager of a large organization I will be using Oak products as they are practical, effective, and can be customized for the needs of our company.

Linda Harley, Training & Development Manager, Musgrave SuperValu Centra

As always your materials are very professional and comprehensive. Not only the core materials supplied but all the supporting marketing and evaluation documents included, which can be very valuable to busy trainers who need to meet a customer requirement urgently.

Derek Johnston, Centre for Competitiveness

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What you’ll get

• 82-page facilitator manual
• 53-page participant manual
• 60 powerpoint slides
• Practical exercises
• Further reading
• Course evaluation form
• Action plan

Learning objectives

At the end of this training course your participants 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

Course outline

In an effort to provide you with as much value as possible, we’re going to show you how to deliver the key sections of this training course.

Training and development skills – Companies worldwide are struggling with unprecedented changes in their businesses. No company or industry has been unaffected, and it’s becoming more important that employees have the skills needed to meet the demands being faced. However, to survive, companies also must have the skills required to identify these training needs.

Let’s take a moment to explore a situation that is faced by many people every day. Imagine you’re in a company and are required to conduct a training needs analysis. You know what it is but maybe just not familiar with the exact steps involved. What do you do?

Well, that scenario is probably where your audience currently exists. For example, your audience knows that there is something that they should learn but just may not understand what!!

Ultimately, when your audience is given the skills to perform this training needs analysis, they become focused on what they need to do.

The course material will provide targeted insights to meet the needs and expectations of your audience.

First and foremost, use the content to discuss what training is and then explore the whole concepts of knowledge, skills, and abilities (KSA’s). KSA’s are a trendy topic these days and for a good reason. Your audience will learn to appreciate that these individual areas carry specific meanings. Remember, it’s easy to forget this advice and to combine them into one word like “skills.” Your audience should be encouraged to avoid this simple mistake.

Spend some time identifying opportunities with your audience, and you can use the content to dig deeper into the training and development arena. You also want to make sure that this exploration will allow you to raise awareness of the fragmented, formalized, and focused approaches to training and development.

The training cycle – Today, we live in a business world where being busy is nearly equated to being productive. Everyone is flying around. Everyone is working long hours. But being busy does not mean that everyone is productive or have the skills to do their duties.
These days, it’s also easy to say “give these staff training” or “send them on a course” and think that the problem has gone away. But, there’s no fix when the effort hasn’t gone into performing the correct analysis.

One of the most effective ways to convey this is to use the content provided to discuss the Training Cycle. Don’t be afraid to encourage and offer advice to your audience, even if it’s just to help course participants feel that they also can understand this model. Take time to check and assess where your audience is with this model.

We believe that models like the Training Cycle can truly stick when presented in an image or model. In these situations, the use of a model is super helpful because our brains like to follow ordered stages. Of course, it’s a good idea to include some real-world experiences, so we suggest that you include some company or industry-specific examples that your audience will relate too.

Remember, you may need to encourage your audience by also sharing some of your personal experiences. This form of storytelling will significantly improve engagement levels and foster more significant learning. Every time you dip into your own experiences, you’ll offer your audience an opportunity to build common ground and increase trust levels.

What is a training needs analysis – For our customers, understanding how to perform a training needs analysis is an essential part of developing human resource management skills.

Your audience will be naturally excited about learning about how to perform a training needs analysis. However, it’s so important not to rush through this section. So, it’s crucial to use the content to help them identify needs with confidence as much as possible. This capacity will not only maximize their time but will also ensure that they make better decisions about what training is required.

For most people, the first thing they do when they find themselves looking for training needs, or areas of development, is to launch into the usual suspects of training courses. “We need time management training” or “send everyone on a team-building and team working course” are the regular favorites that people identify. Of course, these training courses do pop up for a good reason, but they are not the only solutions. Nevertheless, jumping-in and selecting courses without matching evidence doesn’t make sense. Help your audience not to make the same mistakes; you should use the content to review key concepts and benefits of TNA’s.

How to perform a training needs analysis – We’ve found that many companies look for ways to save time, but that often means cutting corners. OK, time is money, but ineffective analysis will only cost these companies more in the long run.

On top of that, some people believe that performing a training needs analysis is straightforward. Of course, this is a myth. And the more this saying is left unchallenged, the more it gets accepted. However, this does not mean that it is an impossible task, either. It just takes time and practice.

But where to start?

For best results, use the content provided to explore the four main stages involved. These include SWOT analysis and a performance-gap analysis. Plus, an employee/team performance-gap analysis and a review of training needs.

Sometimes developing new skills can raise things for course participants, and it’s no surprise that some course participants may feel a little unsure of how to convert all this learning into action. Put yourself in their position; they’ve entered this course thinking one way and have learned lots of new things.

That’s why it’s incredibly crucial to add your reflections and experiences as you deliver this course.

Linking your experiences to areas raised by the content will stimulate learning and encourage greater participation from your audience.

Amazing expert guides will get you to the place you want to be

Over the years, we noticed that some people, along the way, have asked for a little more creative input. And, let’s face it, there are times when we all need an extra spark to make our training courses shine even brighter.

So allow us to introduce our free expert training guides. An innovative collection of guides that mix inspiration, insights, techniques, and skills, sprinkled with everything you’ll need to deliver a successful training course. These guides are a security blanket of experience just for you. With eight free training guides instantly available, and each jam-packed with value, it’s the easiest way to get ahead.

• Training icebreakers
• How to select training materials
• Training games
• How to increase participation
• Learn to improve your questioning skills
• How to improve your listening skills
• Learn how to deal with difficult people
• How to evaluate training courses

Your courses, your way – everything you need to be the best

Within companies, across teams, on the go — wherever and however you want to deliver this course, it’s never been easier to put this content into action.

Wave goodbye to spending time developing training courses and say hello to awesome content that you can instantly download, customize, and even brand as your own.

You can download this training course material on training-needs analysis skills immediately after checkout.

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How to answer common questions

What is training?

Training is the acquisition of knowledge, skills, and abilities required to perform effectively in any given role.

What are the three leading training and development perspectives?

The three main perspectives available are:

• Fragmented
• Formalized
• Focused

What are the main steps involved in performing a training needs analysis?

The main steps involved in performing a training needs analysis are:

• SWOT analysis of business performance areas
• Organizational performance-gap analysis
• Employee/Team performance-gap analysis
• Prioritize your training needs

What is the best way to prioritize a training need?

The best way to prioritize a training need is divide needs into:

• Must-Know – Essential skills and knowledge that will close the performance-gaps
• Should Know – Skills and knowledge that will aid staff in achieving performance targets
• Helpful To Know – Useful skills and expertise that may assist performance

Can I edit these training course materials?

Yes. You can now add your logo and customize the course content freely using Microsoft Word and Powerpoint. You can also deliver the course materials where, when, and as often as needed.