Starting a training needs analysis might seem overwhelming, but here’s a simple formula to get you started:
Expected Performance – Actual Performance = Performance Gap
Expected performance is what employees should be doing. This needs to be clearly documented for every job function in your organization, whether it’s in a job description or a standard operating procedure. In fact, one of the biggest causes of performance gaps is that employees don’t know what’s expected of them.
Actual performance is what employees are actually doing on the job. You can measure this using surveys, interviews, observation, tests, or records. Once you’ve collected that data, you compare the two. If actual performance doesn’t align with what’s expected, you’ve identified your gap with confidence.
Additional Resource: How to Start a Training Needs Analysis
For a systematic process, guidelines for observing and measuring employee performance, tools for isolating the cause of a performance gap, and more, check out our Training Needs Analysis workshop.