Everything You Need To Know About Conducting a Training Needs Analysis

“Tell me, and I forget, teach me, and I may remember, involve me, and I learn”
– Benjamin Franklin

In the modern corporate world, the importance of Corporate Training Courses Singapore needs analysis is an often overlooked area. The consequences of such an oversight lead to less efficiency in the workforce, under-motivated employees and high turnover in an organisation.

Therefore, we at Exena Hub want to stress the importance of conducting a training needs analysis and provide you with some vital steps to conduct an effective assessment in the workplace.

According to Edgepoint Learning, a training needs analysis is when one takes a bird’s eye view of a company’s overall goals before breaking it into the specific training needs. 

“Training needs” in this statement is the difference between the desired capability and a specific employee’s current capability in an organisation.

Therefore, conducting such an assessment is essential to develop effective training material and make the best use of the workplace’s production time.

We like to point out here that there are different types, methodologies, and different occasions in which a training needs analysis is done at an organisation.

Conducting a training need analysis is essential to develop effective training material and make the best use of the workplace’s production time.

Types of Training Needs Analyses

1. Knowledge

Knowledge analysis is especially important when the company hires new graduates who are fresh out of college and will need the necessary grooming to integrate seamlessly and cope with the work.

Therefore, employers need to know if employees have the proper enthusiasm to absorb the knowledge and energy to be resilient in the workplace. 

This also means ensuring that employees understand regulations and compliance issues, procedures and best practices and are kept abreast with the latest knowledge.

A knowledge analysis is especially important when the company hires new graduates.

2. Skills

Over time an employee can apply proper knowledge to the work they perform. However, having adequate knowledge alone isn’t enough. To be highly efficient, an employee should have a range of skills to acquire these WSQ Leadership Courses Singapore.

As much as an employee gains explicit knowledge from books, it is essential to have tacit knowledge only gathered through experience. 

Tacit knowledge helps employees perform better in an organisation. All these traditional skills must go hand in hand with digital skills and technology.

“Skills” cover soft skills such as intercommunication, negotiations and interpersonal skills, which can be read in-depth in our article “Why Soft Skills are Essential in a Workplace.”

3. Abilities

In the workplace, performing a task is essential—especially when resolving conflicts, working under pressure and mitigating risks. To an employer, understanding your staff’s abilities is crucial, particularly during pandemic situations, which helps employees shape their minds to tackle crises at any given time. 

These abilities help employees achieve their targets on time. Furthermore, abilities help employees be more independent and empower them to invest in their careers to be more productive and contribute better to their overall aims. 

Thus, employees shift from being reactive to proactive at their workplace, which is a great asset overall.

Employers can conduct one-to-one interviews to get first-hand feedback from employees.

Training Needs Analysis Tools 

While employers conduct Corporate Training Singapore, they also need to ensure they collect the correct information, so training is done correctly.

This information can be gathered through questionnaires that allow the employee to answer a series of questions and rate the questions asked. Another method is observing ongoing operations and day to day work in a specific department that requires training. This method allows the trainer to help identify the gaps. 

Employers can also have one-to-one interviews to get first-hand feedback from employees. Examining work and grading employees during job performance appraisals can help identify employees’ training gaps to climb the organisation’s leadership pipeline. 

Conducting assessments quarterly, biannually, and annually is vital to see that the organisation is on the right path and the employees are geared in the right direction. 

Finally, a competitive analysis can be conducted to benchmark the organisation against others in the industry and to understand how well it can adapt and keep up with the demands to thrive in that industry.

 Looming Concerns

Many changes since the covid19 pandemic have forced organisations to switch to work-from-home operations due to health and safety issues. A study shows that 52% of employees have fatigue as a result of working from home. 

This fatigue is a looming concern for organisations and trainers to step up the game and factor in this crucial new adjustment to the “new normal” in their training needs analysis. This is also part of the upskilling process, which companies need to focus on so that their employees are better trained to work from new environments regardless of the time of the day. Read more in the article “Upskilling For a Wealthier You“. 

Benefits of Training Need Analysis 

Below are the five main benefits of conducting a training needs analysis for your organisation:

  1. Identifying the knowledge gaps before it becomes an issue.
  2. Helps the trainer plan training programs for the upcoming year.
  3. Helps to identify training that may not have been considered necessary before.
  4. Helps to focus on the proper training and suitable candidates for training.
  5. To help prioritise the training needs in the organisation.

The Impact of A Training Needs Analysis

  1. Reduction in turnover and saving on recruitment cost.
  2. Better skilled employees with more efficiency and fewer errors.
  3. Less breach of legislative requirements.
  4. Highly motivated and sustainable staff
  5.  Increase in quality deliverance of service, increasing the organisation’s reputation.

A training needs analysis helps develop highly motivated and sustainable staff.

Exena’s very own method to assess the workplace’s training needs analysis:

Step 1: 

Asking the right questions

The most crucial element is finding the target audience. Is this for managers in a particular department or new employees just recruited? Then it is about identifying the critical tasks which the employees need to perform. Next, ascertain if any training needs to be given beforehand as a prerequisite to the current training. 
Step 2: 

Segregating needs and objectives

Identify the needs and objectives of the upcoming training. Each department may have performance gaps. Making sure the planned training fits the gaps is crucial. 

For example, if the training is on emotional intelligence, upskilling their technology skills is not the best way forward. In this case, it is essential to identify if this training needs to be done individually or on an overall organisation level. Especially remote work training is something that needs to be done on an organisation level. 

Next, it is vital to identify the suitable methodology to communicate the needs and objectives through surveys, questionnaires and interviews.  

Step 3: 

Analyse the findings and devise a training programme

Once the information is gathered, the trainer can observe the organisation’s overall needs and tailor-make the training to fit the individual or organisation. The purpose of the training program is to have an adequate amount of training done to ensure that it impacts the organisation.
Step 4: 

Execute the training programme

Next is to get the ball rolling. This means creating a robust schedule that includes dates, timings, venues, and a detailed itinerary to ensure that the employees know well in advance what they are in for and prepare accordingly. Sourcing the right trainer for the program, budgeting and preparing to collaborate with the trainer before the training day.
Step 5: 

Taking measurement

Finally, conducting such training provides valuable information and feedback that help constructively gather crucial information such as job satisfaction level, skill level, and experience in various other quantitative and qualitative measurements. These outcomes help ensure that the employee is on the correct path and help move onto the different phase of conducting a post-training review.

We hope this document has convinced you that conducting a training needs analysis is vital to the organisation’s survival. Remember that a well-trained employee is an asset and their contribution as a skilled employee goes a long way towards the organisation’s success.

You can now do your own training needs analysis. Simply download the document on the next page as a word or Google doc file and fill these sections up to do your very own training needs analysis. 


5 Reasons why Businesses Should Invest in Continuous Learning for their Employees

“Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young.” – Henry Ford

The world is an ever-changing, dynamic place. We need to continuously learn new things, improving our knowledge to stay ahead of the competition.

We have spoken about the numerous benefits of upskilling before, which we at Exena genuinely believe. Not only does it help the individual greatly, but it also has immense benefits for the business. While it helps individuals keep up with new advancements, having a skilled workforce keeps your business ahead of the competition. 

Sticking to the tried and tested methods will only get you so far. More likely, it will leave you behind the rest of the competition. Instead, adopting a growth mindset of continuous learning and improvement will take your business on a more successful trajectory. 

Moreover, continuous learning is crucial for companies in the hyper-growth phase or want to achieve this level of growth. 

What is continuous learning?

Before we go into the specifics on why businesses need to invest in continuous learning, let’s understand what exactly it is. 

Continuous learning gives your employees a chance to continue their education while they work. From a human resources standpoint, it is a tool for professional development in an ever-changing competitive market based on lifelong learning. 

Why should your employees continue to study, though? Because the companies that make it to the top are the ones that aren’t satisfied with the status quo. Instead, they have their eye on new and innovative trends. 

The inconvenient truth is that the shelf life of professional skills is between 18 months to two years, making it imperative for continuous learning to stay relevant in the highly competitive market. 

Let’s dive deeper into this topic and understand a few more critical reasons companies should invest in continuous growth for their employees.

5 Critical Reasons to Invest in Continuous Growth for Your Employees:

1. It upskills your employees

The fundamental reason that continuous learning is worth investing in is that it improves the overall skill level of your employees, which will significantly benefit your company. 

It increases the quality of staff’s skill set. It creates a pool of capable workers that you can promote. It also clearly highlights your and your employee’s strengths and weaknesses, which you can use to make educated decisions for the company. 

There will always be an ever-evolving demand for skilled workers that rise with the company’s expansion. The typical way to handle this is to hire externally. However, a more cost-effective way is to build and nurture your employees through continuous learning so that they can fill that skill gap. 

2. You gain a competitive advantage

“Your ability to learn faster than your competition is your only sustainable competitive advantage,” – Arie de Gues in his book, The Living Company. 

This quote is not just accurate for individuals but also for companies. In the highly competitive and fast-moving landscape, you need any edge you can get. One component that makes most leading companies successful is their continuous learning policies. 

A great example is Google, where learning is a fundamental right for all regardless of role, tenure or level. It is also enforced on a company-wide level and not just left to the Human Resources or Learning and Development teams to handle. 

Studies show that companies that invest in continuous employee Training Grants in Singapore from having 50% higher net sales per employee. It also leads to faster time to market, improved response to customer needs, and increased anticipation of what the market needs.

3. It creates a great work culture

Having a continuous learning culture builds loyalty. When you invest in your employees, they are more likely to stick around. Since it benefits your employees, your company will have a competitive advantage in attracting the best employees. 

It also improves your reputation, which will help you attract good employees. When you offer training, conferences to attend, and other continuous learning opportunities, you attract employees who want to better themselves. This employee is precisely the type you want to hire. 

Continuous learning helps improve the company culture. Having a good company culture is especially important right now when remote working is commonplace. Negative attitudes and slow work habits that are detrimental to company efficiency and culture are mitigated by employee development. It also keeps employees engaged at work and reduces boredom. 

Some wildly successful companies believe in the value of continuous learning so much that they set aside a day every month for learning. Try introducing “Friday Learning Day” and see your employee engagement and office culture improve! 

4. It improves mental health

There is no question about how covid has negatively impacted mental health. Singaporeans have stated that they’re always “on” during the pandemic since they cannot separate work from life. Tied with Britain, in a study, 48% of Singaporeans stated that they were unhappy in their jobs and wouldn’t recommend their companies to others. 

As a result, 13 % of over 1,000 participants in a study detailed having anxiety or depression during the pandemic. 

It is a fact that learning can help improve your mental health. It is associated with a reduction of depression, anxiety and loneliness. Now than ever, it is crucial to focus on areas we can control rather than fretting about what we cannot control. 

5. Finally, time is of the essence!

While covid is around, things are slower than before. We now have more time than usual. It is the perfect time to learn and upskill. As the situation improves, there will be a demand for companies to bounce back. The skills you learn during this time will become powerful in the future. 

Due to covid, digital and remote learning has become the norm. There are many different options to choose from, such as web-based learning, distant learning, mobile learning and much more. The advantage that these provide is that they allow employees to learn at their own pace. This on-demand model makes the learning process easier and accessible to everyone. 

Singapore subsidises continuous learning, giving an allowance to spend. Currently, Singaporean Citizens 35 and over, making less than SG$ 2,000 a month, get 95% of continuous learning subsidised. While Singapore Citizens and Permanent Residents over the age of 21 get 90% on selected Online Courses Singapore.

Keep in mind that these subsidies reduce to 70% after December, so don’t miss this opportunity!

“Learning is not attained by chance; it must be sought for with ardour and attended to with diligence.” – Abigail Adams, Former First Lady of the United States. 

In conclusion, learning is something that needs to be prioritised and chased after. Walk onto the path of continuous learning, and you will never want to look back! 

We are here to help

If you’re looking for Online Courses Singapore Skillfuture to upskill your employees, look no further. Exena is a learning hub that has its roots in social enterprise. We hugely advocate how better skill sets can impact a person’s life and help them escape the daily rat race.

We offer individual and corporate training courses and have courses in communication, digital marketing, initiate and enterprising behaviours, leadership and people management, and so much more. 


  • https://www.youtube.com/watch?v=efmTIoIvnUUhttps://www.inc.com/chad-halvorson/5-reasons-you-should-be-investing-in-employee-development.html
  • https://www.planview.com/resources/articles/lkdc-importance-continuous-improvement/
  • https://www.hurix.com/continuous-learning-opportunities/
  • https://asia.nikkei.com/Spotlight/Coronavirus/Singapore-s-stressed-workers-highlight-COVID-mental-health-strain2
  • https://www.straitstimes.com/singapore/health/imh-study-points-to-likely-increase-in-mental-health-issues-in-spore-amid-covid-19
  • https://thriveglobal.com/stories/how-learning-and-working-help-improve-your-mental-health/
  • https://www.upskilled.edu.au/skillstalk/mental-health-benefits-learning-new-skill