Identify the gap before commissioning the training
Training Needs Assessment
Training is worth commissioning only where the gap is a skills gap. Where the real cause is unclear expectations, missing tools or weak supervision, a workshop will not fix it. Work through Part A before Part B.
Part A: is this actually a training need?
- What exactly is not happening, and how do you know? Name the output and the shortfall.
- Has the standard ever been stated to the people concerned, in writing?
- Do they have the tools, information and time the task requires?
- Could they do it if their job depended on it today? If yes, it is not a skills gap.
- Is the task performed correctly by some staff and not others? If so, look at supervision and workload first.
- What will be measurably different once training has happened?
Part B: define the need
| Field | Entry |
|---|---|
| Department or unit | |
| Posts affected and number of staff | |
| Current performance (with evidence) | |
| Required performance (the standard) | |
| The gap, stated as a skill or knowledge | |
| Source of the finding (appraisal, audit, complaint, incident) | |
| Priority: high / medium / low | |
| Proposed intervention (course, coaching, on-job, procedure change) | |
| Preferred timing and duration | |
| Indicative budget | |
| How the result will be measured, and when | |
| Who reinforces it afterwards | |
| Raised by / date | |
| Approved by / date |
Part C: after the training
- Schedule a short follow-up within a month rather than another full day in six.
- Make sure the supervisor was trained too and knows the standard to correct against.
- Measure something: error rates, complaint volumes, turnaround times, mystery shopper scores.
- Record the outcome against the original gap. That record is what justifies the next training budget.
Training Needs Assessment · JASAME HR Consulting Ltd
[email protected] · https://jasamehrcl.com/