Training need analysis is a step by step method that identifies the nature of training required to meet the desired goals.  The engagement comprises of obtaining information of existing technical skills and knowledge, managerial effectiveness, organization structure and climate, gaps perceived by top management and productivity objectives. Programmes are designed to help bridge gaps, maintain the training focus and can be used as a tool for communication, reference and training for future employees.

The design accommodates identified and visible as well as subtle and underlying strengths and weakness of management systems to make way for performance improvement opportunities. The analysis outlines and makes recommendations on the priorities in training programmes, content, faculty, duration etc.

With the aim of making a delivery plan to review and determine full requirements and scope of the training, as well as analyze and allocate follow up tasks, information and data gathering activity involves interviews, meetings, observations etc. with a cross section of the organizations’  personnel.

Inevitably, during and after the proposed training activity, new requirements evolve. These are a part of the follow-up analysis.  This contains methods for achieving higher objectives with renewed deliverables to ensure that leadership, management and HR systems meet the needs of business and customers.