It is important to identify knowledge gaps in your organization before you create training programs that support your goals and objectives outlined above. Now to do that, you will need to conduct a training needs analysis.
There are two approaches to training needs analysis.
The first one is the traditional top-down approach. This is a highly centralized process where learning and development departments or training managers are the only decision-makers on what employees need to learn. They identify learning needs based on their understanding of employees’ skill gaps and prioritize those needs by recommending relevant training courses.
This approach not only involves heft work for training managers but also is not very accurate. The top-down approach involves a lot of guesswork and training managers try hard to assess what employees know and what they need to learn to perform their jobs effectively.
A second approach is a bottom-up approach. This approach allows anyone in the company to submit a training need. Employees can directly tell what they need to learn or what are their interests. This way, L&D managers correctly prioritize training needs and organize fulfillment.
This approach makes employees an active part of training needs analysis. Training needs analysis is not only one-off activity but an ongoing process that evolves with the company and employees.