University of Phoenix Training Needs Analysis Paper
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Training Needs Analysis
Training Needs Analysis
You are the Training Manager for your organization. You called Mega Consulting to
help you with some performance issues in your organization.
You will be meeting with Mega to discuss the issues. In order to provide some structure
to the session, Mega Consulting asks that you complete the following Needs Analysis
questionnaire prior to the meeting.
Your perspective on the performance issues, along with the data that you provide, will
help Mega better understand priorities and the gaps in employee performance.
Use your own organization or one familiar to you. Here are some examples of
performance gaps to kick start your thinking. [Do not use these, use your own.]
1. Contact Center staff are giving out incorrect information on product return
policies.
2. Store sales staff are not achieving sales goals.
3. The company is implementing a new system for processing orders.
Read through the whole questionnaire. Then identify one performance gap in your own
organization and work through the questionnaire.
1
Training Needs Analysis
Training Needs Analysis
Complete the following in a total of 1,050-to 1,400 words. [That is about 100 words for
each of the 12 questions.]
1. What is your performance gap? (This should be a few simple sentences. For
example. staff not meeting sales goals, production not meeting quality standards,
etc.)
2. What skills and knowledge are required to perform the work (related to the
performance gap in question 1 above)?
3. What are the measures of successful performance of the work (related to the
performance gap in question 1 above)?
4. Are people performing at the levels required?
5. Is there under-performance for specific groups of employees? (You are trying to
narrow things down here, maybe not everyone needs to be re-trained.)
6. What are the causes of under-performance? (This is where you need to use your
critical thinking skills around the root cause(s) of the performance gap.)
7. What training will help bridge the gap between the standards of performance needed
and the actual performance? Are there other things that need to be done, besides
training, to solve the problem?
8. Is there specific training that is needed in the training categories below?
a. Technical
training
b. Business
skills training
c. Human
skills training
2
Training Needs Analysis
9. What is the expected return on the investment (ROI) for solving the performance
gap?
10. What does success look like?
11. If training is needed, what sort of budget do you have to design, develop and deliver
the training?
12. Any other relevant information?
3
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attachment
Training Needs Analysis
You are the Training Manager for your organization. You called Mega Consulting to
help you with some performance issues in your organization.
You will be meeting with Mega to discuss the issues. In order to provide some structure
to the session, Mega Consulting asks that you complete the following Needs Analysis
questionnaire prior to the meeting.
Your perspective on the performance issues, along with the data that you provide, will
help Mega better understand priorities and the gaps in employee performance.
Use your own organization or one familiar to you. Here are some examples of
performance gaps to kick start your thinking. [Do not use these, use your own.]
1. Contact Center staff are giving out incorrect information on product return
policies.
2. Store sales staff are not achieving sales goals.
3. The company is implementing a new system for processing orders.
Read through the whole questionnaire. Then identify one performance gap in your own
organization and work through the questionnaire.
1
Training Needs Analysis
Training Needs Analysis
Complete the following in a total of 1,050-to 1,400 words. [That is about 100 words for
each of the 12 questions.]
1. What is your performance gap? (This should be a few simple sentences. For
example. staff not meeting sales goals, production not meeting quality standards,
etc.)
2. What skills and knowledge are required to perform the work (related to the
performance gap in question 1 above)?
3. What are the measures of successful performance of the work (related to the
performance gap in question 1 above)?
4. Are people performing at the levels required?
5. Is there under-performance for specific groups of employees? (You are trying to
narrow things down here, maybe not everyone needs to be re-trained.)
6. What are the causes of under-performance? (This is where you need to use your
critical thinking skills around the root cause(s) of the performance gap.)
7. What training will help bridge the gap between the standards of performance needed
and the actual performance? Are there other things that need to be done, besides
training, to solve the problem?
8. Is there specific training that is needed in the training categories below?
a. Technical
training
b. Business
skills training
c. Human
skills training
2
Training Needs Analysis
9. What is the expected return on the investment (ROI) for solving the performance
gap?
10. What does success look like?
11. If training is needed, what sort of budget do you have to design, develop and deliver
the training?
12. Any other relevant information?
3
Purchase answer to see full
attachment
Explanation & Answer:
1400 words
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