Training Needs Analysis

Identify the Training that Your Team Needs to Achieve Their KPI’s

Find Out About Our Training Needs Analysis:

Indeed, you know that your team performs ok. However, you also know that if they were to improve some of their skills, even more could be achieved. You just don’t know where to start. In this case, a Training Needs Analysis is the answer.

The objective of the Training Needs Analysis is to identify the needs of your people. As a result of understanding the gaps in the performance of your people versus the KPIs & objectives of the business, we can start working together to close those gaps, altogether improving performance.

Three Parts of a Training Needs Analysis

There are 3 parts to achieving a successful Training Needs Analysis, aka a Learning Needs Analysis (LNA): Firstly the Stakeholder Meeting, then One-to-One Interviews, and finally an Online Survey.

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Stakeholder Meeting

The objectives of the Stakeholder meeting are to understand the expectations of the leadership team for their business & their people. Along side with putting in place a framework to conduct the Training Needs Analysis without affecting business as a result. The items to be discussed in the 2-hour Stakeholder Meeting are:

  • Scope
  • Benchmark skill capability
  • Background investigation
  • Business Plan
  • Values
  • Performance
  • Culture

The output of the Stakeholder Meetings is an understanding of the company’s goals, the expectations of the leadership from their people and an approach to achieve parts 2 and 3.

One-to-One Interviews

The objective of the 121 Interviews areto gain a deeper understanding of your business by speaking with a cross-section of your people. For the most part this takes 1 week to complete, in addition to a day of interviews in need of write-up. In short, the items that will be covered in the interview are:

  • Current challenges at work and with skills using our competency frameworks.
  • What would help you perform better?
  • Strength and weaknesses.
  • Describe the culture.
  • Ensuring we cover different teams, grades and locations.
  • Previous training.
  • Feelings about training.

The output is a breadth of understanding of the business, general development needs and attitudes towards a people development programme.

Hopefully, the Term ‘Sticky Learning ®’ Has Intrigued You

Whilst You Probably Also Guessed a Sense of What It Is About. In short, Sticky Learning ® is our own unique learning method. A method that we have developed to help Learners Realise more of what they have learnt. To help them be able to Recall more of what they have learnt. And Retain more of what they have learnt. Furthermore, we continually upgrade this unique training method to include further elements such as habit formation. We feel this has become a big part of helping Learners to use more of what they have learnt for longer.

Sticky Learning