Training Needs Analysis Questionnaire (Free Template Included)
Training needs analysis questionnaire explained. Use our simple but effective training needs analysis questionnaire template to identify gaps between current employee skills and the skills required for their roles.
Creating a training program heavily depends on a training needs analysis.
Conducting a training needs analysis (TNA) can help organizations collect input from employees and managers to determine the training required for improving performance.
That’s where our training needs analysis questionnaire template comes in and helps identify skill gaps, target training efforts, improve performance, support business goals, and engage employees.
In this article, we’ll guide you through the whole process, so let’s dive right in!
What is a Training Needs Analysis Questionnaire?
A training needs analysis (TNA) questionnaire is a tool for bridging skill gaps in adult learning. It helps identify where training can improve performance.
Often, organizations use it to address problems like low sales, outdated skills due to new technology, or poor customer feedback. When issues stem from a lack of knowledge or skills, training can help solve them.
However, if the problem comes from larger issues, like mismatched goals or poor strategy, training alone won't fix it.
Levels of training needs analysis include:
Organizational level: This level focuses on company-wide goals and challenges. It identifies training that improves overall performance and prepares employees for changes in areas like technology, economics, or demographics.
Group or job role level: This type looks at specific teams or departments. It finds skill gaps in roles and helps create targeted training to boost their performance.
Individual level: This level is about specific employees. It can be tied to a project, role changes, or personal development for career growth.
Why is TNA Important?
TNA is essential to close skill gaps, improve performance, and align training with company goals. Here’s how it helps:
Focus on business goals: Training is tailored to support what the business needs to succeed. This helps ensure resources are used wisely.
Spot gaps early: New tools or changes can cause performance gaps. TNA helps identify these gaps before they grow. For example, a PWC study found only 40% of employers upskill workers to meet labor shortages.
Set priorities: TNA shows which training is most urgent, helping save time and money. Experts say that a training needs analysis makes training more effective and reduces frustration.
Plan targeted training: With TNA, you can create specific programs to fill missing skills, ensuring every resource has a clear purpose.
Customize for employees: TNA ensures employees get the training they need. This improves training sessions, which automatically improves engagement and ensures workers grow in their roles.
Training Needs Analysis Questionnaire Template
Use this template to assess the skills, learning styles, and training needs of employees in your organization. Adjust the questions as needed to fit your goals.
Section 1: General Information
Name:
Job Title:
Department:
Years in Current Role:
Section 2: Current Skills and Responsibilities
What are your main tasks and responsibilities in your current role? (List your daily or weekly tasks).
What skills do you feel confident using to complete your tasks? (For example, technical, communication, leadership, or problem-solving skills.)
Are there any tasks you find difficult or time-consuming? If so, why? (Explain the challenges you face.)
Have you taken part in any training for your role in the past year? If yes, please describe it.
Section 3: Training Needs
What areas do you think you need more knowledge or skills in to perform better? (For example, software skills, teamwork, and time management.)
Are there specific tools or technologies you need to learn? If yes, which ones?
What kind of training would help you improve your performance? (Examples: workshops, online courses, mentoring, hands-on training.)
Have you seen training programs that interest you? If yes, please share their details.
Do you feel the training opportunities you’ve had so far meet your needs? If not, explain why.
Describe your career goals within the next 1–3 years.
What new skills do you need to learn to achieve these goals?
Do you want to take on new responsibilities or roles in the future? If so, which ones?
Section 5: Feedback on Current Training
How do you rate the quality of the training programs provided by the organization? (Scale: Poor, Fair, Good, Excellent)
What can we improve in our training programs?
Is there anything else you’d like to share about your training needs or development?
Section 6: Manager-Specific Questions (Optional)
(If this questionnaire is for managers assessing their teams, include this section.)
What skills or knowledge gaps do you see in your team?
What training would help your team perform better?
How do you currently identify training needs within your team?
Can you think of any organizational challenges preventing effective training?
Distribute the questionnaire to employees and managers, then collect and review responses to spot common skill gaps or recurring needs. Finally, use the insights to design targeted training programs.
How to Create a Training Needs Analysis Questionnaire
When creating a training needs analysis questionnaire, keep the following tips in mind:
1. Set Clear Goals
Start by defining the purpose of your questionnaire. Be specific about what you want to learn, and design questions that directly focus on these goals.
2. Use Simple Language
Keep questions short and clear. Avoid technical terms or confusing phrases. This helps employees give honest and useful answers.
3. Include Different Question Types
Use a mix of formats like multiple choice, open-ended, and scales (e.g., 1 to 5). This gives both detailed answers and measurable data for better analysis.
4. Protect Privacy
Assure participants their answers are confidential. Anonymity makes people more comfortable sharing honest feedback.
5. Test the Questionnaire First
Run the survey with a small group to check for issues. Look for unclear questions, technical problems, or if it takes too long to complete. Make improvements based on feedback.
6. Add Demographic Questions
Include questions about roles, departments, and time with the company. This helps you understand top trends in eLearning and training needs in specific groups. Keep these questions respectful and brief to maintain trust.
What Questions Should I Ask for Training Needs Analysis?
eLearning feedback surveys can help understand the learning needs of employees. Here’s a list of example questions you can use in yours:
1. Employee Skills Assessment
How confident are you in using our current tools on a scale of 1-10?
What skills are missing in your team that could improve performance?
How often do you use presentation or reporting tools in your role?
2. Role-Specific Needs
What is the most difficult part of your job?
What skills could help make your daily tasks easier?
Are there any tasks or processes that feel unclear or confusing?
3. Company-Wide Initiatives
Do you understand the company’s main goals and vision?
How prepared do you feel for new company-wide software updates?
How comfortable are you with our recent sustainability efforts?
4. Career Development and Progression
What kind of training would support your career growth?
Do you feel the company offers enough opportunities for advancement?
Which soft skills, like teamwork or leadership, would you like to improve?
5. Cultural and Behavioral Aspects
Do you feel the workplace is inclusive and supportive?
How would you rate communication within your team?
Are you comfortable reporting concerns or issues to management?
6. Industry Trends and Updates
How well do you think the company is keeping up with industry trends?
How effective do you find the feedback after training?
Are training sessions adjusted to different experience levels?
These questions can help create a survey that identifies specific training needs and ensures employees feel supported in their development. They can also help you deliver data-driven learning for better results.
Training Needs Analysis Questionnaire: Final Tips
Creating and analyzing a training needs questionnaire takes planning and careful review. Follow these steps to ensure your survey effectively identifies employee training needs:
Group responses by theme: Organize answers into categories like skill gaps, preferred training styles, and key interests. This makes it easier to see patterns and trends.
Review training preferences: Look at how employees prefer to learn—online, in-person, or hands-on. Tailor your programs to fit these choices for better engagement.
Rank training priorities: Use survey results to identify the most urgent and impactful training needs. Focus on areas that align with company goals and affect the most employees.
Perform a skills gap analysis: Compare employees’ current skills with what’s required for their roles. This highlights gaps and helps in planning targeted training sessions using personalized learning platforms.
Involve key stakeholders: Share findings with managers and team leaders. Their feedback can refine your understanding of department-specific needs.
A well-crafted training needs survey is the foundation for improving skills and building a stronger, more capable workforce. Focus on actionable insights and clear priorities to make your programs truly effective and promote more sensitive training.
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