Efficient Training Needs Analysis Corporate and HR Development
Start Date | End Date | Venue | Fees (US $) | ||
---|---|---|---|---|---|
Efficient Training Needs Analysis Corporate and HR Development | 30 Nov 2025 | 04 Dec 2025 | Live-Online | $ 2,500 | Register |

Efficient Training Needs Analysis Corporate and HR Development
Start Date | End Date | Venue | Fees (US $) | |
---|---|---|---|---|
Efficient Training Needs Analysis Corporate and HR Development | 30 Nov 2025 | 04 Dec 2025 | Live-Online | $ 2,500 |
Introduction
Training Needs Analysis is an integral part of Corporate HR Development, and this intrinsic program offers diverse and creative ways of identifying and analyzing training needs.
Objectives
- Use appropriate methods to identify training needs
- Analyze and sort the data as a result of a Training Needs Assessment (TNA)
- Define the various evaluation levels and write Instructional Learning Objectives targeting each level
- Select appropriate data collection methods/instruments for each of the evaluation levels
- List ways to improve the transfer of skills from the workshop to the workplace
- Calculate training programs costs and calculate their Return On Investment (ROI)
By the end of this training needs analysis program, participants will be able to:
Training Methodology
This is an interactive course. There will be open question and answer sessions, regular group exercises and activities, videos, case studies, and presentations on best practice. Participants will have the opportunity to share with the facilitator and other participants on what works well and not so well for them, as well as work on issues from their own organizations. The online course is conducted online using MS-Teams/ClickMeeting.
Who Should Attend?
Training directors and managers, as well as training and development specialists and coordinators. Needs assessment analysts, instructional designers, evaluators of training programs, individuals in a leadership and support role for the training function.
Course Outline
The General Framework
- Why Identify Needs?
- The Training Needs Assessment
- Present and Future Indicators of Training Needs
ITN: Whose Responsibility Is It?
- The Style Inventory
- Identifying Potential Internal Training Resources and Subject Matter Experts (SMEs): Group Activity
Methods for Identifying Training Needs
- The Four Steps of Needs Assessment
- Questions to Ask during Each Phase
- Data Collection Template
Data Gathering: The Cornerstone for ITN
- Quantitative and Qualitative Methods
- From Interviews to Focus Groups
- Comparison of Primary Data Gathering Methods:
- Characteristics
- Advantages and Disadvantages
Analysing and Sorting the Data
- Content Analysis of Qualitative Data
- A Practical Example of Qualitative Data Analysis
Linking Training Needs Analysis with Program Design and Program Evaluation
- Significance of Learning Objectives
- Components and Characteristics of Learning Objectives
Writing Learning Objectives
- Ten Lessons on How to Evaluate Training
- Levels of Evaluation:
- Levels Defined
- Preliminary Evaluation Information
- Chain of Impact between Levels
- Characteristics of Evaluation Levels
- An Overview of ROI
- valuation Matrix
Evaluation Instruments and Collecting Post Program Data
- Methods to Collect Post-Program Data
- Selecting the Right Data Collection Method
Evaluation at Levels I and II
- Reaction Sheets
- Characteristics of a Reaction Sheet
- Assessments: (Tests) (Pre Tests and Post Tests)
Evaluation at Level III – Skill Transfer: From the Workshop to the Workplace
- What So Often Happens versus What Should Happen
- Barriers to Skill Transfer
- Ways to Improve Transfer of Skills
- Responsibility for Improving Skills Transfer
- Methods to Measure Transfer of Learning to the Job
Converting Data to Monetary Value and Calculating the Return On Investment (Levels IV/V)
- Hard Data
- Soft Data
- Characteristics of Hard/Soft Data
- Isolating the Effects of Training
- Tabulating Program Cost
- A Practical Case Study on Calculating Return On Investment