University of Phoenix Training Needs To Develop a Root Cause Analysis Before training is determined or designed, a training needs analysis should be consid

University of Phoenix Training Needs To Develop a Root Cause Analysis Before training is determined or designed, a training needs analysis should be considered to develop a root cause and systemic understanding of the training elements such as what needs to be trained, who needs to be trained, where is the training location, and how the training will be measured. Unless a needs assessment is adequately performed it may be difficult to rationally justify providing training. A needs assessment will enable management to determine if training is the best solution for the performance problem or development need. A needs assessment can be a critical tool for any training department. The learner and the organizational needs will be considered during this process. The objectives will be relevant and the outcomes measurable.

Use the Needs Assessment Template to create a needs assessment for the company.

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Training Needs Analysis
To understand the development needs throughout the business, COMPANY XYZ would like to have a
meeting with you (the training manager) to discuss your department training requirements. In order to
provide some structure to the session, Company XYZ asks that you complete the attached training
analysis form prior to the meeting.
Some other items you might want to include in your meeting are:






Organizational Chart
Job Descriptions
Training Goals for the department
Training Goals for the employee’s
Competency Reports
Other relevant training data
Your perspective on training development opportunities, along with the data that you provide, will help
Company XYZ better understand your goals and help close/support any competency needs your
department.
Notes:
a) The attached form can be completed by clicking in the box below each question and inserting your text.
DEFINITIONS
Technical Skills Training – any training that is needed to providethe knowledge, skills and abilities needed
todothe job or task. This is notlimited to training in technology.
Business Skills Training – training that helps the employees understand the organization, products,
policies, strategic plan and goals/objectives for the organization.
Human Skills Training – any training that helps build personal or people skills and those that build good
working relationships.
Return on Investment (ROI) – a comparison of the cost of doing training and the benefits realized
(outcomes) from doing the training. The benefits to doing training versus the cost of doing training. A ROI
will be either positive, mnegative or neutral.
Delete instructions before submitting the assignment,
Add a title page before submitting.
Training Needs Analysis
Complete the following in a total of 1,050-to 1,400 words.
1. What is your performance problem statement that needs to be addressed? What are the training
objective?
2. Identify a specific job from the organization. What skills and knowledge are required to perform the
work?
3. Do the employees doing that job have the needed knowledge, skills and abilities? Explain.
4. Are people performing at the levels required?
5.
Is there under-performance for specific groups of employees?
6. What are the causes of under-performance?
7. What training will help bridge the gap between the standards of performance needed and the actual
performance?
8. What specific training is needed in the training triad categories below? (see category definitions
above).
a. Technical training
b. Business skills training
c. Human skills training
9. What is the expected return on the investment for doing training (ROI)? (see definition above).
10. What is the budget for the training development/courses needed?
11. Any other relevant information?

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