Training Needs Analysis
Course name:
Executive stakeholder name:
Requesting department:
Requestor name:
Desired launch date:
I.
Interview with Stakeholders Worksheet
Name:
Position:
Date:
1. What problem are you going to address with the new employee training program? Why
do you think the training is necessary?
2. How is this problem being addressed now?
3. How are employees performing? What results are being achieved?
4. What should be happening (as opposed to the current performance)? What are the
goals?
5. What prevents the goals from being achieved?
Is the gap between the current and the desired performance caused by knowledge, skills, or attitude
shortfalls?
How much of the gap is caused by the environment, a process, or a technical factor?
6. What is the target audience for the training?
How many people are there? What is their location? Job position, level of education, and preferred style of
learning?
7. Have they received any training in the past?
What kind? What was the result?
8. Have you considered anything other than solutions to address the problem?
II.
Gap Analysis
Skills/Knowledge Importance
Skill
Skill #1
Skill #2
Skill #3
Skill #4
Skill #5
Importance
1
1
1
1
1
GUIDELINES
Rate each skill from 1 to 5
1: Skill/ knowledge is not that important
5: Skill/ knowledge is extremely important
* If all skills are equally important, or if you don't want to take skills importance into account, simply
assign "1" to every skill
Skills/Knowledge Evaluation
Skill
Skill #1
Skill #2
Skill #3
Skill #4
Skill #5
Evaluation
1
1
1
1
1
GUIDELINES
Rate each skill by average for the learners from 1 to 5
1: Our Employees/learners are experts at this skill/knowledge
5: Employees/learners haven't developed this skill/knowledge
Skills/Knowledge Analysis
Skill
Skill #1
Skill #2
Skill #3
Skill #4
Skill #5
Desired Score
1
1
1
1
1
Comments
GUIDELINES
Based on the current score from the evaluation, let us know the desired average score you’d like the
Learners to have on these skills by the end of training.
Add any comments, content ideas, future training needs, potential solutions, or next steps.
Additional
If you have any other performance indicators or measurables, please suggest them here:
Gap Affects
How do these knowledge and skill gaps affect the business?
What opportunities will training these skills bring?
What resources will this training require? Video, Manuals, Interactive tools, Simulators, Physical
Classrooms…
Would you describe this as a knowledge base (assorted learning content) or a course (structured
modules that must flow on from each other)?
IV. Need Assessment Checklist
 You've conducted an initial interview with the stakeholder.
 You've analysed the present situation at the company.
 You've got credible information about the current performance of the
employees.
 You've explored the gap between the present situation and the desired
outcome.
 You've established clear and measurable goals.
 You've found the root cause of the existing performance gap.
 You've made sure that all parties involved agree about the cause.
 You've analysed all the plausible alternative ways to reach the same goal.
Learning Objectives – For Training Team to fill out
Good examples: https://www.cmu.edu/teaching/designteach/design/learningobjectivessamples/learningobjectives-mcs.html https://teachonline.asu.edu/2012/07/writing-measurable-learningobjectives/
Course level outcome:
Course Name:
The student successfully completing this course should be able to:
 Objective 1
 Objective 2
Unit Level Outcome:
Topic/module Name:
After successfully completing this topic/module, the student should be able to:
 Objective 1
 Objective 2
Topic/course Name:
After successfully completing this topic/module, the student should be able to:
 Objective 1
 Objective 2