Training should always be effective and relevant. It is therefore vital to carry out a training needs analysis (TNA). This way, skills gaps are identified and the necessary solutions put into place.

A properly researched TNA will create a picture of what training is necessary and why. The best way to ensure that the fullest possible picture is obtained is to vary the techniques used to collect the raw information. These methods will include focus groups, interviews with individuals and direct observation. It should cover staff at all levels of the business. Focus groups, handled properly, can give a relaxed atmosphere in which staff can bounce ideas and thoughts off each other. One-on-one interviews can potentially be less stressful for the more hesitant members of a team to give feedback.

One of the keys to a realistic TNA is to ensure that the department carrying out the review is trusted by the employees giving feedback. Many individuals are deeply suspicious of HR questioning and assume it will lead to redundancies.

Once the results are in, the TNA needs careful analysis to see if there are underlying trends. For example, could the whole company benefit from soft skills training? Don’t make the mistake of trying to buy courses off the shelf. Speak to training providers and develop specific training programmes.