Training needs analysis
Identify the performance gap and evidence before selecting training.
How to use
1. Define an observable task and target group. 2. Compare current and required performance using evidence. 3. Separate skills gaps from process or access problems. 4. Define the learning objective, assessment and follow-up.
Completed example
This is a fictional example, not client data or a pricing recommendation.
Target group: 12 sales supervisors Work task: Review sales opportunities weekly Required performance: Update all opportunities before Thursday meeting Current performance: 6 supervisors update consistently Gap evidence: Review of records for the past four weeks Likely cause: Unclear system workflow Non-training action: Standardize workflow and grant system access Learning objective: Supervisor updates a complete opportunity unaided Assessment method: Practical task in a test environment Follow-up: Review records after 30 days