Speaker 1: Hey all, welcome to My Learning Tribe. Today we are going to be looking at a very important part of the organisational learning experience. We'll explore what this is and how to conduct it the right way. There's a lot to it, so let's get going. A training needs analysis is one of the most important things that you can do as a learning professional. As we all know, training can completely transform your business. It gives you and your team the necessary tools they need to grow and help you stay ahead of the competition. However, before you get started, you need to identify what training your team needs. Wasted training effort is perhaps worse than no training at all. And according to the training industry report, training costs about US$1,111 per person on average. So you don't want that budget going to waste. This is where training needs analysis comes in. I personally like the definition from the HR guide. Training needs analysis is the process of identifying training needs in an organisation for the purpose of improving employee job performance. This means if you get it right, you'll deliver the right training in the right way to the right people. On the other hand, skipping the training needs analysis altogether is the L&D equivalent of trying to pin the tail on the donkey whilst blindfolded. Now there are three types of training needs analysis that your organisation may want or need to conduct. The first is organisational. This level looks at the company as a whole and you'll need to look at your current strategies, goals and future direction. You'll then need to establish the gap between where you currently are and where your organisation wants to be. This is important as after all, according to Forbes, companies that regularly set performance goals generate 31% more revenue than those that don't. The second type of training needs analysis is team focused. This level dives a bit deeper and looks at the teams within your company and you'll need to look at the skill set of your teams and identify the gaps. Do my teams have the skills they need to achieve our organisational goals? Then the third and final level is at the individual. It drills away down to individual employees and here you're going to be checking whether individual employees have the skills they need to help their team to really thrive and achieve your organisational goals. So I guess the question now is how do you successfully conduct a training needs analysis? Well, again, there are three important steps. The first step is to imagine and draw up your vision for the future and you need to ask yourself what would your company culture be like if your values were being lived all day, every day? Which groups of people are key to delivering your organisational mission? What behaviours, what skills do your team need to deliver this mission? This organisation, the one you're imagining, is the one you're going to need to bring life to. Your training needs analysis is your strategy to do so. The second step is to assess your audience. This is the most difficult step as it requires a lot of information gathering. Now you know what behaviours and skills you and your organisation need, you're going to need to understand what knowledge and support your learners require in order to deliver this. This calls for some detailed research. You're going to need to conduct surveys, do personal reviews, collect feedback. Your learners can also self-report on their competency levels. However, you will likely want to seek feedback from other sources as well. This could include their manager, their direct reports, even customers, prospects and business partners. This will really help you paint a 360 degree picture of the individual, their performance and their capability. And now that you have a full survey of all of the individuals within your organisation and their associated talents, you'll then be able to identify which skills you're lacking and what training is needed the most. The third step is the plan. You'll need to answer this question. How do I get individuals from their current skill level to where they need to be? With all the detailed information that you've gathered from your research, you now have the data you can really craft an effective training strategy with. So there you have it. Every journey starts with a single step. When it comes to L&D, the first step is a training needs analysis. I hope you found this video information useful. We also have an in-depth article devoted to this topic on the website and I will include a link in the description below. Let us know any thoughts you have in the comment section. Happy analysing and I'll see you in my next video. Hi guys, my name is Juliet Denny and I am the managing director and founder of an awesome company called Growth Engineering. You should check us out if you haven't already. I hope that you have enjoyed these videos and that you've learned something along the way. If you have, please make sure you hit the thumbs up button, subscribe and ring the bell for the notifications. All of this makes a massive difference to us and helps this information to reach a wider audience. Most importantly of all, I'd love to see what you think in the comment section below. Let me know what you think of this video. Ask any questions you have and please do feel free to share your knowledge. And thank you very much. Thank you for being part of my learning tribe.