Before arranging IT training for your staff, you should carry out a training and learning needs analysis (TLNA). This will ensure that your training is cost-effective and better received.
Training needs analysis for IT skills
Training needs analysis can be very sophisticated, but a simple approach is suitable for most small businesses. The goal of a training needs analysis is to:
- decide if training is really needed
- find any causes of poor performance
- decide on the content and scope of training
- define the required training outcomes
Training needs analysis stages
Typically, you can carry out an IT training needs analysis in stages:
1. Identify the problem - decide which business issues you need to address. For example, you may need to improve the productivity in producing reports for clients. This may involve different staff carrying out different roles. See how to identify staff training needs.
2. Plan the TLNA - this work will involve some or all of your staff. It's important to have a clear plan for the training needs analysis and keep all those involved informed. Tell staff how long the exercise will last, who you will interview and the outcomes that you expect from the TLNA.
3. Collect information - interview your staff so that you understand their current IT skill levels. In a small business this can be a fairly informal process. If you need basic office skills, you can use the European Computer Driving Licence (ECDL) programme to provide a structure for these interviews.
4. Analyse information - review the interview results to determine where you should concentrate training effort. Consider which training methods may fit your business.
5. Develop a training action plan - define what training is needed by whom, and how soon. See how to develop a staff training plan.
6. Communicate the results to your staff - once you identify your training needs, consider the ways in which you can deliver the required training. See more on the types of IT training available.