The analysis of training needs and course design is the evaluative process of determining how best they might actually be met. In this process such considerations as organisational priorities, process, procedures, costs, resources, and the precise nature of the learning involved come into play.
Put simply, for us at DPSS, the complete process of training needs analysis involves all those activities and skills necessary to identify and analyse training needs accurately. This means specifying those gaps or discrepancies in performance that actually exist between what people are capable of doing now, what they should be doing, and what the client organisation want them to do in the future.
It also means closely examining the training needs that emerge to determine the best ways of dealing with them given the realities of the people, technology and organisation concerned. The more proactive mode required for future needs comes into play when major changes in organisational location, processes, technology or market place.
In the training needs analysis and design process, some objectives will lend themselves to being converted directly into training objectives. The training needs identification activity will screen out those objectives that can best be met by other means such as work experience, job aids, equipment adjustments, ergonomic changes, and the like. We at DPSS are able to assist with these alternative pathways to the acquisition of skill and competence. The identified training needs require further analysis to determine how they might best be approached from a training point of view.
We at DPSS have developed a robust process to ensure that this critical analysis is efficiently and effectively undertaken. (See fig 1).
The process is based upon the value of pre-course research and the inclusion of all key stakeholders, therefore ensuring relevance, a valid shared vision and ownership.