Tips To Improve Your Training Needs Analysis:

1.. Prioritise effectively by identifying particular groups and departments that are in greater need of training than others.

2. Identify the best subject matter experts both within and outside the organisation (training companies evaluation)

3. Identify the form that the training will take; classroom,  manager-led, face-to-face training or online training solutions.

4. Review roles and competencies:  Many of your day-to-day processes rely on a chain of different roles working towards the same goal. If one link in that chain is a little weaker, it has an effect on all of the others.

5. Form in which the  content will  take: You need to get down to the content of your training programme. You need to know where the gaps are and where your efforts should be focused. If your learners are lacking in product knowledge, for example, you need to find the most effective way of giving them that knowledge so that it is absorbed and retained.

This is the biggest challenge  training professionals face  – engaging their learners. It is quick and easy to put a document or a slideshow together, but learners today demand something more interactive.

6.  Figure out the big picture of what the company is into and channel training on the core deliverable areas and leave minor things to other companies to do for you.

7.Keep and consult history of past training and replicate if need be. Focus on what has produced results in the past and steal the ideas and claim them.

8. Identify problems that are solvable and jettison the rest especially when it has to do with obsolete equipment

9. Keeping fingers on the pulse to  know about any recent or upcoming changes in processes or procedures to avoid designing a training that may not be needed

10. Perfect knowledge of your toolkit inside out and how to make the best use of the tools you have at your disposal.

11. Personalise every step of the journey.  Nobody wants to complete training content that is outdated or not helpful for their job  role. This can be disengaging for your learners because  it will appear that  you don’t care about them.