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Six Simple Steps to Get a Training
Needs Assessment Done For Your
Employees
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You could be looking for a surefire way to assess the
training needs of an employee group – all without implementing
surveys or running statistical analyses.
Your search ends here because we bring you a tested method of getting the job done, in not
more than two hours that too!
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This training-needs assessment can be done in six simple steps and will help you find training programs that are required for an employee group. It’s great for small and medium-sized organizations.
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Step One:
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Gather all employees with the same job role in a conference
room with markers and a whiteboard. Ask each of them to
note down their ten most important training needs. Make
sure you tell them to write specific needs.
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For instance, rather than listing team building or
communication, which are broad needs, ask them to write down specific needs
such how to resolve a conflict with a colleague or
how to give feedback.
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Step Two:
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Ask each employee individually to speak out their ten training needs. As each employee lists
his training needs, capture each of these on the whiteboard. Do not write down needs that are
repeated for employees.
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You can also question your employee group as to
whether a specific training need of an employee is a
duplicate of another training need listed on the
whiteboard or is different altogether.
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Step Three:
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Once the training needs of all employees are listed out on the whiteboard, use a weighted voting process to set priority levels for each need. In this process, you can use numbers or sticky dots to vote on the items in the list.
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Assign a large dot for items of high priority and small dot for
lower priority. Ask all employees to assign dots or numbers to the items listed in order of high to
low priority.
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This will help you find which training need is of high priority
for all members. If you are using sticky dots, assign 25 points for
the biggest dot and 5 for the smallest dot. Add up points for all employees to zero in on the one with the highest priority.
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Step Four:
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O Once the training needs are listed in sequence of priority, discuss these with your employees and make notes during the process. Make sure you document or record these needs and the discussion as well.
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Step Five:
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Brainstorm and discuss the expected outcomes of the
training. Discussing these with your employees will help you
find effective ways of conducting the required
training sessions to meet the training needs of your
employees.
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Step Six:
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Note down one or two training needs of each employee that were of the least priority for the entire group overall. Incorporate this training
need in the individual performance development plans of the employees
so that these are tackled on an individual basis.
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Note down one or two training needs of each employee that were of the least priority for
the entire group overall. Incorporate this training need in the individual performance
development plans of the employees so that these are
tackled on an individual basis.
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Centre for Innovation and Entrepreneurship
C-4, IIT-H Foundation, Gachibowli, Hyderabad
9618402751, 9000600247
Reach us at:[email protected] [email protected] [email protected]
For more details, please
visit: www.accuprosys.com