There are many challenges surrounding various businesses’ growth. For your company to boost its overall performance, you need to consider how your employees currently work, particularly concerning their individual skills, abilities, competencies and performance. Your company will certainly grow if your staff employees as well as other colleagues will improve too. But how will you analyze their performance? This article covers the importance of training gap analysis for businesses, and appropriate steps, along with different kinds of downloadable analysis templates that you can use. 

1. Training Gap Analysis Template

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  • Microsoft Word (DOC)
  • Google Docs
  • Apple Pages

Size: A4 & US

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2. Education Training Gap Analysis

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  • PDF

Size: 616 KB

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3. Skills Training Gap Analysis Template

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  • MS Word

Size: 7 KB

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4. Employment Training Gap Analysis

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  • PDF

Size: 1 MB

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5. Training Gap Analysis Report

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  • MS Excel

Size: 55 KB

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6. Safety Training Gap Analysis

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  • PDF

Size: 283 KB

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What is a Training Gap Analysis?

Training gap analysis is a tool that examines an employee’s current performance during several conducted trainings and assessments of  an organization. The book “Training for Impact” encourages trainers to get the person who is requesting training to describe the deficiency using a series of “is” and “should” questions. Determine whether this deficiency is not significant and move on to the other issues. 

This type of analysis is essential to identify the cause of low performance so that you can provide proper corrective action to your employees who need some improvement. 

How to Develop a Training Gap Analysis 

Developing a training gap analysis is really significant in evaluating problems so that you can practically improve your tactics for marketing strategies. In this section, we provide you some useful steps that you can do while developing your analysis report:

1. Understand the goal of the training

What are the targeted results of the training? How will you know that the training really worked? The training goal should correspond to a business goal. This can be distinct to an individual employee, work unit, department or the entire company or organization. The primary goal of the training should be clearly understood and highlighted, assuring that the whole gap analysis process maintains the targeted results in sight. 

In order to determine the necessary skills that your employee should learn and apply from the training, collect the essential information from what you have conducted. The data should demonstrate a clear understanding of how important each skill is to reaching the desired business goal. Use some rating scale methods so that you can easily identify the competencies needed for your employee’s work performance.

3. Analyze competencies through evaluations and tests

The next step is use some performance evaluation surveys to analyze the skills, competencies, and behaviors of your employees. How about the performance of managers, supervisors, and executives? It is recommended that you use the 360 degree surveys conducted by peers, subordinates, multiple raters and customers.

4. Identify performance gaps and training needs

Finally, establish the standard so that you are able to clearly discern how many employees fall above or below that standard. Those employees who fall below would be considered to be in need of training. As a result, these factors will help you analyze their current status,  performance, and training needs.

FAQ

How do you identify a training gap?

Set clear expectations and measure performance. Seek input on training needs. Then, support career development. You should conduct an organizational resource analysis. Plus, create a coaching and mentoring program to help your employees enhance their skills.

What are the three levels of training needs analysis?

The three levels of training needs analysis are organizational, operational, and individual. The levels of analysis are a hierarchy based from the organizational level to the personal level.

What are the four steps of training?

An article stated that there are four stages which are assessment, development, delivery and evaluation. The process of training begins with the needs assessment stage.

How do you analyze training needs of an employee?

Think about what you are trying to accomplish. Determine the skills, knowledge, and competencies necessary to reach your objectives. Contemplate what your employees know. Talk to employees and managers. Make a decision on the data points that are significant to your team.

Despite having some challenges and roadblock while establishing a sustainable business, you should always find some ways and strategies that you can do to help your business and your employees grow. A famous author named Napoleon Hill said: “Strength and growth come only through continuous effort and struggle.” Therefore, give your best shot in everything! Now that you’ve read through this article, get a gap analysis template today and train your employees and key personnel according to your business goal. 

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