Learn Training Needs Analysis & Evaluation

Course overview

We can all agree that continual learning is the single most important need for success in any industry. Every organization provides training on both a “need to know” and a “good to know” methodology.

Anyone who has substantial expertise within or beyond the scope of their profession is given more consideration when applying for a promotion. This person is recognized highly for their occasional contributions that are pertinent to the organization’s productivity as a valuable team member. Given our experience, breadth, and variety of clients, Training Bee has undertaken extensive global research to better understand people’s intrinsic learning requirements.

To ensure that the learning gaps reported by organizations are indeed the holes that need to be filled in teams and functions of firms, we have developed special “training needs analysis” (TNA) approaches. Additionally, once taught, our TNA approaches will assist training managers, trainers, and learning facilitators in improving their understanding of learning styles, course design, and rendering methodology.

The two sections of this Training Bee course are organized into two major goals. The first goal is to give participants the tools they need to conduct thorough Training Needs Analysis, and the second goal is to help learning facilitators, training managers, training company heads, and learning facilitators evaluate the training using the tools and techniques that will help them accomplish this goal. Furthermore, by using these assessment methods, participants will be able to calculate their “Return on Investment,” as well as the impact and effectiveness of different training initiatives.

Thus, when faced with a ‘learning-needs’ intervention requirement, Trainee Bee’s ‘Training Needs Analysis and Training Evaluation Course’ will enable you to submit a convincing proposal to your customers and stakeholders. Additionally, you will be able to completely assess the effectiveness of training intervention program in accordance with the client’s preferences or in light of predetermined criteria that need to be improved in order to increase productivity, income, and profitability.

Introduction

Training Needs Analysis (TNA): This is a process of determining the skills, knowledge, and attitudes needed by employees to perform their duties effectively in the workplace. It involves assessing the gap between the current level of ability and the required level of skill and knowledge. A TNA involves taking a look at the workforce and analyzing their current skill levels and performance. It should also take into account the organization’s objectives and what it expects its employees to accomplish to help the business succeed.

Training Evaluation: This is the process of evaluating and measuring the success of training programs. It typically involves collecting data on how employees respond to training and the outcomes they experience post-training. This data is then analyzed to assess the effectiveness of the training and to identify areas for improvement. It can also help to determine the return on investment for training and to measure the impact training has on employee performance and productivity.

We are The Training Bee, a global training and education firm providing services in many countries. We are specialized in capacity building and talent development solutions for individuals and organizations, with our highly customized programs and training sessions.

Learning Objectives

Upon completing Learn Training Needs Analysis & Evaluation, participants will be able to:

• Knowledge of the many tools used to undertake the Training Needs Analysis method
• Giving participants immediate feedback on their training methods and tools based on the knowledge shared in each training module
• Tools that are regularly used worldwide today to assess employee performance and training
• The capacity to create and include significant TNA tools for certain participant groups based on comprehensive research and findings categorization.
• The ability to rectify mistakes made during pre-course TNA and training assessment approaches that could be discovered throughout the training program.

Our Unique Training Methodology

This interactive course comprises the following training methods:

• Role-playing – Participants will take part in several role-plays and understand practical ways of solving issues.
• Journaling – This consists of setting a timer and letting your thoughts flow, unedited and unscripted recording events, ideas, and thoughts over a while, related to the topic.
• Social learning – Information and expertise exchanged amongst peers via computer-based technologies and interactive conversations including Blogging, instant messaging, and forums for debate in groups.
• Mind mapping and brainstorming – A session will be carried out between participants to uncover unique ideas, thoughts, and opinions having a quality discussion.
• Interactive sessions – The course will use informative lectures to introduce key concepts and theories related to the topic.
• Presentations – Participants will be presented with multimedia tools such as videos and graphics to enhance learning. These will be delivered engagingly and interactively.

Training Medium

This Learn Training Needs Analysis & Evaluation training is designed in a way that it can be delivered face-to-face and virtually.

Course Duration

This training is versatile in its delivery. The training can be delivered as a full-fledged 40-hour training program or a 15- hours crash course covering 5 hours of content each day over 3 days

Pre-course Assessment

Before you enroll in this course all we wanted to know is your exact mindset and your way of thinking.
For that, we have designed this questionnaire attached below.

• What difficulties are you now experiencing at work?
• What gaps have you identified that training could help address?
• What skills do you want to improve, and how can train help?
• How do you measure the success of the training program or course?
• What goals do you want the trainees to achieve after the course?
• What criteria do you use to evaluate the effectiveness of the training?

Course Modules

This Learn Training Needs Analysis & Evaluation covers the following topics for understanding the essentials of the Agile Workplace:

Module 1 – the ADDIE training model

• Describe ADDIE.
• Analyzing the Training Needs
• Training Delivery, Evaluations, and Return on Investment

Module 2 – Getting Started with Training Needs Analysis

• Understanding your Audience’s Learner Classification
• Tools for Data Collection on the Performance Gap Understanding
• Knowing the needs of stakeholders

Module 3 – Analysis of Training Level Needs

• A description of the TNA steps
• Study by McGhee and Thayer
• Strategic Goals of the Organization
• What does micro focus mean?
• The TNI checklist is what?

Module 4 – Training Needs by Type

• Three broad categories of training requirements make up the different types of training needs.
• Training Methods: Conventional and Non-Traditional
• Choosing the Best Training Techniques
• Utilizing case studies to assess competence

Module 5 – How Should a Training Approach Document Be Written?

• What a TA document does
• Important components of a TA document
• Making verbiage and imagery effective in a personalized training approach Developing participant assignments and receiving feedback

Module 6 – TNA Additional Tools

• Object of Needs Observational Tools
• 10 effective TNA strategies
• How should TNA data be assessed and classified?
• Discussion and Case-Study

Module 7 – Getting Started with Training Evaluation

• Evaluation of Training Is Important
• Why and by whom training evaluation should be conducted?
• Obtaining Data for Post-Training Interventions, Performance Observation, and Pre-Training Evaluation
• Return on Investment and Training Evaluation

Module 8 – Models for Training Evaluation

• Models for Training Evaluation Introduction
• Model Kirkpatrick
• The ROI Model from Philips
• Assessment of the Brinkerhoff Model Case Study

Post-course Assessment

Participants need to complete an assessment post-course completion so our mentors will get to know their understanding of the course. A mentor will also have interrogative conversations with participants and provide valuable feedback.

• What areas of training do you feel would be most beneficial to your organization?
• Do you have any specific performance targets or goals that need to be achieved through training?
• What do you feel are the current areas of strength and weaknesses of your staff training program?
• How effective has the training program been in achieving the desired results or performance goals?
• What feedback have you received from employees regarding the training program?
• What changes have been made in the training program based on the evaluation process?

Lessons Learned

The most important lesson learned from this course is that Training Needs Analysis and Training Evaluation are essential components of successfully designing, implementing, and evaluating any training program. Training Needs Analysis evaluates an organization’s current state of training and knowledge and is used to identify gaps and create a plan of action for improvement. Training Evaluation assesses how effective the training program was in meeting objectives and provides feedback to the organization on how best to adjust and improve the program. Both pieces of training Needs Analysis and Training Evaluation are essential for creating an effective training program that meets the needs of the organization’s staff.

“So that your training program is informed tomorrow, invest in a training needs analysis now.”