7 Steps to Conduct Training Need Analysis Using Learning Management System

Empowering Workforce and Driving Organizational Performance

E-learning is not only the evolution of traditional classroom training but an effective strategy that helps to get through the extra mile of corporate training. With evolving training needs, the scope of modern learning management system (LMS) is also increasing by leaps and bounds every year. But, before you implement an LMS system, it is crucial to analyze the need-gaps and align the right e-learning content to performance goals. Organizations are shifting towards delivering technology-aided solutions to boost workforce engagement, knowledge retention, increase ROIs, and drive organizational performance.

How do Organizations Conduct Training Needs Analysis?

Organizations conduct need-gap analysis to identify the skills required to attain competitive success, cater to pertinent needs, and take relevant action. They deploy robust learning management systems to conduct the training need analysis successfully. Steps to conduct training need analysis include the following: 

1. Set training goals

Based on the pertinent needs, learners must focus on what they expect from the training program. As a result, lucrative outcomes specific to individuals as well as organizations, are derived from the training program.

2. Analyze the target group

Based on the expected training outcomes, organizations define the group of intended learners who need to undergo the training. It is essential to ensure that the right kind of e-learning courses are aligned to meet personalized training needs and performance goals. Consequently, this may drive the expected training outcomes with improved learner engagement, knowledge competency, increased training ROI, and enhanced organizational performance.

3. Create online assessments

Organizations include online assessments to upskill their workforce and evaluate required competencies. They utilize powerful e-learning platforms to provide short quizzes and 360degree feedback to aid employees work on their weak areas and boost performance levels. Based on the results, organizations can determine their workforce progress and overall training impact.

4. Perform gap analysis

The next step is to evaluate the number of employees who need to undergo training and in which areas, whether onboarding, compliance, soft skills, sales training, or more. Modern LMSs create Key Performance Indicators (KPIs) to analyze the skills-gaps and automatically assign e-courses to bridge those gaps and increase workforce competency.

5. Choose a relevant training strategy

There are various training methods, such as mobile learning, blended learning, instructor-led training, live conferences, and more. Organizations utilize the new-age LMS to deliver the right kind of knowledge, boost engagement, increase learner retention, training ROI, and apply skills on the job.

6. Costs incurred with training

It is crucial to analyze how online corporate training reduces the overall costs associated with travel, logistics, content development, evaluation costs, and reporting efforts. Based on the tailored needs of the geographically spread workforce, companies choose the most effective training method that mitigates overall costs and saves time.

7. Evaluate training effectiveness

After conducting training, organizations must calculate the overall impact of e-learning on workforce performance and overall Return on Investment (ROI). Moreover, it is essential to determine whether online training closed the skills-gaps and boosted the performance of the target audiences.

Organizations conduct the training needs analysis to determine skills-gaps, type of audiences, type of content to be delivered, and relevant training strategy. So, before you organize a training program, you must deploy a robust learning management system to analyze the gaps between learners’ current skills-set and desired competency.