10 Tips for conducting a training needs analysis when faced with managerial demand

Whenever a team performance problem arises, most managers choose to train experts. In my years of corporate L&D experience, I have heard more such requests than I can remember. Unfortunately, the vast majority of requests are unfounded. Training can do many things, but it is not a universal method for solving all business problems.
In many of these cases, my team immediately realized that this was not a learning need. Sometimes we are very clear about this and try to provide alternative solutions. However, at other times, we have to move on because of the situation (that is, a very determined manager will not accept a “no” answer).
In order to provide training where it is needed and avoid doing unworthy work, here are some valuable tips to conduct a proper training needs analysis before succumbing to management pressure.
1. Take on the role of consultants
Most modern managers are flexible enough to accept different views; thank God, we are no longer in the era of “your boss is your god”. However, this does not mean that if they have decided that training is the solution to the problem, they can easily shake it.
If you want to abandon a project that has no added value or tangible results, you need to build a new reputation for the learning and development department. Therefore, make sure that learning and development experts are not only designers and instructional facilitators, but also valuable organizational development consultants.
It must be demonstrated that the function of the department is to find the best solution.
9 More Tips for Addressing Specific Training Needs
Don’t immediately refuse, even if you are sure the training will not solve the problem. Organize meetings with managers and research their requirements and the expected results of the training programs.
During that meeting, find out if any team members are implementing the standards. Try to analyze what sets you apart from the rest of the team. Talking to these employees or managers can provide valuable information.
Attempt to set up a side meeting with people who performed well. You can see for yourself what the characters are and what they do every day to achieve their goals.
Investigate the history of computer performance problems. If the situation is unsatisfactory for a long time, there may be a problem with the assigned job role or procedure. If the problem is recent, you will need to look for changes that may cause the problem.
Draw the manager’s attention to any potential performance barriers you find. You should treat the conversation as a need for clarification and feedback, rather than refusing to provide help.
Select the metrics used to measure current and desired performance. Assess the urgency of the situation by finding out how big the gap is between the two performance levels.
Record all your discussions and discoveries in the course of your progress, to incorporate all the data into professional responses. Regardless of whether this is positive or not, managers must see that honest efforts have been made to find the best solution.
provides an alternative. If you find that this situation does not benefit from the learning intervention, please provide other helpful suggestions or recommend suitable people for evaluation. On the other hand, if your research shows that training is needed, but another procedure or a longer procedure is required, you need to back this up with compelling arguments.
Periodic assessments of training needs are carried out. Provide ongoing support to managers and pay close attention to the changing needs of each team. Doing so will greatly reduce the number of training requests that are of no value to your organization.
Final reflections The relevance and results of
training programs depend on their real usefulness to students. Therefore, learning experts must distinguish between real training needs and situations that are more suitable for other types of interventions. L&D must assume a consulting role before satisfying the initial request.

Leave a Reply

Your email address will not be published. Required fields are marked *