A training needs analysis usually starts with a survey of what managers think their teams need, and the budget follows the loudest answer. We measure the person and the role first.
A training needs analysis compares what your people can do today with what the business needs next. Then it asks if training can close the gap. Plenty of gaps are not training gaps:
A course fixes none of those, and we tell you so before you book one.
This is Discover and Refine, the first two stages of the DREAM People Development System.
Work styles, interests and culture, plus three kinds of reasoning: 45 to 65 minutes in total, from their desk.
Role Fit and Organisational Fit, with the strengths and gaps behind each number.
Each result is read against what the role asks, so you see which gaps a whole role shares.
Certain assessment and programme-design work can qualify under applicable schemes, depending on your registration and levy balance; we confirm your position before you commit, at no charge.
Not quite. Some providers teach your HR team to run the analysis. We run it with you: assess the people, read the results against the roles and hand you the priorities.
It depends on how many people and roles are in scope. The assessments are online, in each person's own time.
No. You choose the roles; the two that carry this year's goal are a sensible start.
Personality and work styles are one of six parts. The results are decision-support evidence, not a final measure of anyone.
It depends on team size and how much we customise. Contact us for a tailored quote.
Describe your company’s specific needs and challenges, not a course title; scoping it costs nothing.
