Why is Training Needs Analysis Important?

Effective employee training is critical to continual business growth as well as being essential to ensuring your employees remain engaged and supported at work.

However, effective training should only be carried out once the skills gaps and areas for improvement have been identified. It is at this point, that Training Needs Analysis becomes an essential process for businesses to invest in.

Training Needs Analysis (TNA) can help businesses to shape their internal training strategies, prioritise training requirements and maximise return on investment.

Read on to learn more about TNA and why it’s such an important task to complete.

What is Training Needs Analysis?

TNA is an essential business process in which all of the training needed for employees to work more efficiently, productively and comfortably is identified.

Designing an employee training plan or strategy without first conducting a thorough TNA is like going to the supermarket without first looking in your cupboards to see what you already have – after all, you don’t know what you don’t know!

What we mean by this, is that TNA helps you to take stock of your team’s current skill set and identify which skills are missing or in need of refreshing.

With this information, you can ensure that targeted, cost-effective training solutions are delivered to your team.

Why is Training Needs Analysis important?

There is substantial value to be gained from completing a comprehensive TNA. Some of the key benefits include.

• Pinpoints skills gaps before issues arise

TNA helps you to identify any knowledge or behavioural gaps your team may have before they pose any potential problems for effective working. If you’re only becoming aware of a knowledge gap when it’s affecting output or client satisfaction – it’s likely to already be a little late.

The idea behind this is that you’re identifying problems before they actually present themselves. It’s much more effective to proactively approach skills gaps, rather than scrambling to fill them once a problem has already occurred.

• Ensures training budgets are spent efficiently

TNA contributes to efficient training budget spend and supports strong long-term training strategies.

Instead of estimating the cost of your budget to deliver on your training strategy, you’ll be able to make accurate cost estimations to ensure that your budget is spent in the most effective way. You’ll also be confident in the knowledge that the training you’re providing will be filling the actual skill gaps that are needed to meet your business requirements which can, potentially, save you money in the longer term.

• Avoids time wasted on unnecessary training

Knowing which areas require further training and which ones don’t will make sure the training administered is focused in the areas that deliver the best return on your investment.

Training staff on topics they’re already experts in, is not only a wasted opportunity which could lead  employee disengagement but is an unnecessary dilution of precious training and development budgets. 

Often, training budgets are limited so it’s key to dedicate these funds to the areas that actually need them rather than taking a blanket approach.

• Allows for efficient training needs prioritisation

If your TNA highlights a company-wide lack of expertise in areas core to your service offering, you’ll be able to prioritise this training over less important training that can be completed at a later date.

For example, a customer facing business needs to ensure that their team is highly trained in the provision of high standards of customer service, such as excellent telephone skills or handling objections or managing customer expectations. If a TNA identifies that team members aren’t equipped to provide these, then that’s what should become the businesses priority.

What are the different stages of Training Needs Analysis?

There are three distinct types of TNA, each serving a different type of employee at different stages of their development journey. 

These include:

1. Initial Training Needs Analysis
2. New Employee Training Needs Analysis
3. Existing Employee Training Needs Analysis

• Initial Training Needs Analysis

Initial TNA is the first step and involves identifying what the organisation’s learning and development objectives are and what training the employees see as the most valuable to their job roles.

In this stage, you’ll get a clear image of what skills your team already have and which ones they need to develop.

• New employee Training Needs Analysis

New employee TNA should be conducted for each new hire. It ensures the entire team is up to speed and is able to work as effectively as possible.

Best practice would be to make this a part of your onboarding process for new employees.

• Existing employee Training Needs Analysis

Conducting a TNA shouldn’t be a one-off task. It’s vital to your long-term growth strategies that you’re continually improving your team’s capability to face new challenges and take on increasingly complex tasks.

It is therefore, important for businesses to continue carry out TNA for existing employees, as well as new ones.

Consider carrying out a TNA  every six to twelve months, depending on the size of your organisation and how extensive the previous TNA was.