Training Needs Analysis Self-Check
Check how your organisation works out training needs: links to business goals, how needs are gathered, how gaps are prioritised, how they become plans, and whether training changes the work.
- Free
- No sign-up to try
- Works as you type
Rate how your organisation works out who needs which training and turns that into plans.
0 of 12 answered
Answer the questions to see your score by area as you go.
Answer at least 10 of 12 questions to save your results as a Room.
How it works
How the Training Needs Analysis Self-Check works
- 1
Answer the questions
Pick the answer closest to where you are today. It takes a few minutes.
- 2
See your score
Your score by area appears as you answer, with the weakest areas first.
- 3
Save your results
Create a Room with your scores, next steps and an adviser to talk them through.
Worked example
What it makes
12 questions across 5 areas. Each answer scores 0 to 3; an area's score is its points as a share of the most it could get.
Link to goals
- Training needs start from business goals and the skills those goals need.
- Each role has a written list of the skills it needs, with expected levels.
Gathering needs
- Skills are judged from more than one source: self-rating, manager view, work samples.
- Managers discuss development needs with each person at least yearly.
- Needs shown by performance data, incidents or customer feedback are fed in.
Analysis and priorities
- Gaps are recorded per role and person in one place.
- Gaps are prioritised by their effect on the work, not by who asks loudest.
- You check whether a gap needs training or something else, such as tools, process or clearer expectations.
Planning and delivery
- Priority gaps become a training plan with budget, owners and dates.
- The format fits the need: on the job, coaching, a course or self-study.
Review
- You check afterwards whether people can now do the work.
- The analysis is repeated on a regular cycle or when roles change.
Results bands: Early (0+), Developing (40+), Established (70+), Leading (90+). A self-assessment from your own answers: a starting point for a conversation, not an audit, certification or professional advice.
Who it's for
Who uses it
L&D teams
Strengthen the process behind the training plan.
HR managers
Check training spend starts from real skills gaps.
Team leads
Work out a better way to find what the team needs to learn.
Good to know
What to consider
- It checks your process for finding training needs; it doesn't rate individual people's skills.
- Some gaps are better fixed with tools, process or clearer expectations than training.
Questions
About the Training Needs Analysis Self-Check
Will it tell me what training my team needs?
No. It scores how well you identify and prioritise training needs, with next steps. To plan the training once you know the needs, use the training plan checklist.
Is this an audit or a certification?
No. It scores your own answers against a written rubric to show where you stand and what to do next. Use it to start a conversation, not as an audit, certification or professional advice.
Make your results now
Free, no sign-up to try. It becomes a Room you can edit, publish and share.
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