Training Analytics
Needs Analysis


What we do:
Instructional Design
Training Analysis

How we do it:
Examine needs
Build existing training
Edit training
Write manuals

Training Principle
Identify training needs before trying to implement any training solutions.

We have many needs assessments available that we can use in different training contexts. Below are sources that can help you determine which needs analysis is appropriate for your situation.

  • Context Analysis. An analysis of the business needs or other reasons the training is desired. The important questions being answered by this analysis are
    • who decided that training should be conducted,
    • why a training program is seen as the recommended solution to a business problem,
    • what the history of the organization has been with regard to training
  • User Analysis. Analysis dealing with potential participants and instructors involved in the process. The important questions being answered by this analysis are
    • who will receive the training and their level of existing knowledge on the subject,
    • what is their learning style, and
    • who will conduct the training.
  • Work analysis. Analysis of the tasks being performed. This is an analysis of the job and the requirements for performing the work. Also known as a task analysis or job analysis, this analysis seeks to specify the main duties and skill level required. This helps ensure that the training which is developed will include relevant links to the content of the job.
  • Content Analysis. Analysis of documents, laws, procedures used on the job. This analysis answers questions about what knowledge or information is used on this job. This information comes from manuals, documents, or regulations. It is important that the content of the training does not conflict or contradict job requirements. An experienced worker can assist (as a subject matter expert) in determining appropriate content.
  • Training Suitability Analysis. Analysis of whether training is the desired solution. Training is one of several solutions to employment problems. However, it may not always be the best solution. It is important to determine if training will be effective in its usage.
  • Cost-Benefit Analysis. Analysis of the return on investment (ROI) of training. Effective training results in a return of value to the organization that is greater than the initial investment to produce or administer the training.

Assessment Principle
Use assessment instruments for which understandable and comprehensive documentation is available.

Several basic Needs Assessment techniques include:

  • direct observation
  • questionnaires
  • consultation with persons in key positions, and/or with specific knowledge
  • review of relevant literature
  • interviews focus groups
  • tests records & report studies
  • work sample

Cain Publications, Inc. | PO Box 68761 | Oro Valley, Arizona 85737 | 800.654.5456
Copyright 2007 Cain Publications, Inc.