Collect demand information related to training topics comprehensively, fairly and objectively through a series of methods and channels

See the book on demand survey methods

The process of organizing and analyzing the information to derive effective training needs

Analysis of required knowledge, skills and abilities

Analyze the knowledge, skills, and abilities that are lacking in real practice

Comparative analysis of the gap between ideal required knowledge and existing knowledge

Meet the needs of the market environment

Do basic work for talent reserve

Personnel changes

wage growth

new employee absorption

new employee absorption

Whether there is a cost gap in training or not, you can’t just look at what’s in front of you

Determine corresponding training through analysis of the organization's business development strategy

Clarify the strategic direction of the organization

Understand the organizational climate

Understand organizational resources

Counseling

The importance and level of the task

Detailed description of task activities

step

Find out who “won’t” and who “can’t”

content

Obtain training needs information through face-to-face conversations between interviewers and interviewees

Mainly structural, supplemented by non-structural

Advantages and Disadvantages

Design a series of questions in the form of a standardized questionnaire

program

advantage

shortcoming

Observers observe and obtain information from the perspective of bystanders

Analyze major impact events, identify defects, and determine training needs

Compare employees’ existing performance with the organization’s expected performance to identify gaps

Through relevant personnel gathering together to collide ideas around a problem, and conducting demonstrations, analyses, and comparisons after the meeting, the real training needs are discovered.

Provide training needs through information