“Performance Needs Analysis – Why do it when we already know we need training?”

Every organisation will at times, have a new capability introduced or old capability retired, that impacts on human resource productivity or efficiency levels.  This will inevitably trigger the organisation’s human resource professionals to review the situation and come up with a number of possible causes such as under-skilled employees or the application of out-dated workplace processes or methodologies. Both these causes (and numerous others) can be solved through the application of a properly designed, methodical, and accountable training program; and the learning and development team will always tell you good Instructional Systems Design says the first step towards any training program is a Needs Analysis.

Instructional Systems Design has been in place since the mid-1970s. Driven by the need for more efficient training on more advanced and sophisticated weapons systems in the Defence environment, Florida State University developed the original Analyse, Design, Develop, Implement and Evaluate – ADDIE – model. 

The ADDIE model commences in the Analyse Phase with the analysis of the workplace, employees, and possible training solutions, and continues through to the Evaluate Phase. The five phases are wrapped in a continuous improvement process where progress to the next phase is premised on revision of the products and processes stemming from the previous phases.

But why do we need to go through all the phases of the ADDIE model? What is so important about doing a performance or training needs analysis? Why do we need to an analysis at all when we already know we need some training? Can’t we just skip that and develop a course?

As Judith Brown, Director of Research, International Personnel Management Association said:

“Often, organizations will develop and implement training without first conducting a needs analysis. These organizations run the risk of overdoing training, doing too little training or missing the point completely. ……… Without a clear understanding of needs, training efforts are at best randomly useful and at worst, useless.”

Reference: https://journals.sagepub.com/doi/10.1177/009102600203100412 Volume: 31 issue: 4, page(s): 569-578 Issue published: (December 1, 2002)

Engineers will tell you that the best way to build a complex product is using Systems Engineering.  Systems Engineering considers the whole product that’s being created as a “system” not a series of individual components, and engineers these components for connectivity and cohesion. The alternative is to consider all the components separately and try and stich them together afterwards which often results in a bunch of bits that are poorly connected, possibly incompatible, and very likely won’t meet user needs. The Systems Engineering process starts with a Requirements Analysis the goal of which is to determine the needs that make up a system to satisfy an overall need.

Just like engineering a product, a training program can be considered as a complex system where an analysis is required to determine what the overall need is:

• who needs to be trained,

• what do they need to learn,

• what do they already know,

• what training do they already get,

• what’s left to train,

• what’s the best way to do that training,

• what assessment is needed to ensure they have learnt what they needed to learn.

And just like in engineering if a training needs analysis is conducted at the start of the process, the answers to the “needs” questions will lead to a product that aligns with the organisation’s objectives, is cohesive and comprehensive, and less likely to fail.

Most organisations consider training as an essential part of the business and see investment in the development of their employees as an investment in the future of the business and yet no organisation has money to “waste” on failed training.

MMCLD uses the ADDIE model to identify and develop solutions for a training intervention to a performance problem. This approach, starting with the Needs Analysis, can create training that meets work force capability requirements effectively and efficiently by directing training towards clear workplace performance needs and using training strategies that reflect best practice, are feasible, and make the best use of available resources.

So don’t waste your time or your money, start with a needs analysis and be sure you’re training the right people, the right skills, the right way.

Would like to know more on how MMCLD can support you in conducting a training or performance needs analysis?  Refer to our Consultancy – Services & Solutions.

Written by Pam Price - Strategy and Marketing Director, MMC Learning and Development Pty Ltd.

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Pam Price is MMCLD’s Strategy Director and Instructional Design Specialist. Pam has over 30 years’ experience in instructional systems design, training development and project management for Defence and Commercial markets.