Needs Analysis: Definition, Importance & Implementation

How to conduct needs analysis?

For HR professionals, conducting a needs assessment is made easier with the use of Strengths, Weaknesses, Opportunities, Threats—S.W.O.T.—analysis to help shed light on the issues and bring to focus the areas that need to be examined more closely. S.W.O.T. analysis is useful in performing a needs assessment in the areas of compensation and employment benefits (Universal Class). In order to conduct an effective training needs analysis, there are three important factors to consider (Bleich, 2018):

1. Identify the type of training needs analysis that should be used

There are three standard types of training needs analysis, which are following (Bleich, 2018):

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  Knowledge. This type of analysis is helpful in assessing employees who are new graduates to give you an idea of how broad their knowledge base is, especially in terms of company regulations, issues related to compliance, procedures, best practices, and more.
  
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  Skills. The skills covered in this analysis include both practical and soft skills. This targets both junior and senior employees.
  
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  Abilities. This analysis looks into the employees’ critical thinking and decision-making abilities and how they manage themselves to become more action-oriented.
  

2. Identify the appropriate needs analysis tools

The tools vary and not every one of them is appropriate for every organization’s use. The best way to choose which suits your organization best is by identifying your company’s goal or reason behind conducting a needs analysis. Below are some of the popular tools and/or methods (Bleich, 2018)):

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  Questionnaires. Although not as reliable as other tools and methods, using questionnaires can provide a snapshot of how the employees feel about the company and what kind of training they expect.
  
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  Observation. This requires more than one observation session scheduled and unannounced in order for the observer to witness and assess the employees in action.
  
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  Interviews. This method mainly focuses on managers and supervisors to gain insight into the performance issues of the employees under them.
  
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