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    The Consequences of Ignoring Training Needs Analysis in eLearning

    In today's fast-paced world, where artificial intelligence and cutting-edge technologies are revolutionizing how we learn and train, it's easy to think we can cut corners.

    Have you ever encountered clients or team members who are all too ready to skip the training needs analysis when developing an eLearning course?

    They're pretty confident they've decoded their employees' needs through technology and insights. "Why bother with the basics when we have advanced tools at our disposal?" they argue.

    But here's a reality check: Even in an age where AI seems to have answers to everything, certain foundational steps can't be sidestepped.

    Neglecting the training needs analysis is akin to constructing a skyscraper on a fragile foundation. It might seem faster, but it's fraught with risks.

    Developing eLearning courses without thoroughly understanding your audience's unique needs is akin to setting sail without a compass - you might end up off course, with content that's either excessive, insufficient or simply off-target.

    In this article, we reveal the three disastrous consequences of overlooking training needs analysis in your eLearning strategy.


    1) Teaching the Right People the Wrong Skills

    The old adage 'one size fits all' seldom works in the complex world of eLearning. Blanketing all your employees with the same set of skills might seem like an efficient approach, but it's actually a recipe for wasted time, effort, and resources.

    Consider a sales team divided into two groups: one focused on generating new accounts and the other on maintaining existing ones. It's ineffective and costly to train everyone in cold-calling techniques. This not only leads to inefficient use of company resources but also risks disengaging employees by teaching them skills irrelevant to their roles.

    The lesson here? Know your audience! Teaching skills that employees already possess can be demotivating. It sends a message that you’re not in tune with their existing competencies.


    Action Steps for Effective Training Needs Analysis:

    1. Identify Specific Training Recipients: Understand who in your organization truly needs training. Avoid the blanket approach.

    2. Determine the Learning Objectives: Clearly define what these identified employees need to learn. Tailor the training content to address specific skills gaps or development areas.

    3. Assess Current Skill Levels: Gauge what skills are already present and what new competencies need to be developed.

    4. Understand the Why: Get to the root of why certain skills are necessary. This understanding ensures that training is relevant and goal-oriented.

    5. Identify Accessibility Gaps: Recognize what is needed but not currently accessible in terms of training resources or materials.

    6. Evaluate Existing Training: Examine current training programs to identify what’s lacking or what needs improvement.

    By following these steps, you ensure that your training is not only efficient but also impactful.

    It’s about hitting the bullseye, not casting a wide net.

    Tailored training that addresses specific needs and skill gaps is the key to a productive and motivated workforce.

    Also read: These 27 Questions Will Help You (Really) Know Your Learners


    2) Teaching the Right Skills To the Wrong People

    One of the more common missteps in corporate training is inadvertently providing the right skills to the wrong group of employees. This often occurs due to a few key reasons:

    1. Skill Overlap with New Hires: New employees may come with pre-existing knowledge and skills, making some aspects of your standard training redundant.

    2. Rigid Company Policies: Sometimes, organizational policies mandate a certain amount of training for every employee, regardless of their existing skill level.

    3. Budgetary Constraints: In some cases, training is conducted just to justify or exhaust the allocated budget, which can lead to requesting the same or increased funding for the next cycle.

    Actionable Steps to Align Training Effectively:

    • Assess Individual Skill Levels: Begin by evaluating the current competencies of your employees. This can be achieved through skills assessments, performance reviews, or direct consultations.

    • Customize Training Programs: One effective way to achieve this is through the implementation of microlearning. This method breaks down training into focused, manageable modules, allowing for flexible and targeted learning. By enabling employees to engage with relevant, concise modules at their own pace, organizations can foster a more engaged, skilled, and adaptable workforce, ensuring that each individual receives the training that is most pertinent to their role and professional development.

    • Efficient Budget Utilization: Allocate training budgets based on actual needs and effectiveness, rather than using it up for the sake of maintaining the same budget in the future.

    • Implement a Continuous Feedback Mechanism: Establish a system for ongoing feedback from employees regarding the relevance and effectiveness of training programs.

    Grab this free template: A Template to Carry Out an eLearning Audience Analysis

    Read: How to Research Your Target Audience

    3) Teaching the Right Skills the Wrong Way

    Training is a powerful tool for bridging skill gaps within a company, but it's not always the appropriate solution.

    Often, training is hastily deployed as a knee-jerk reaction to urgent issues, leading to ineffective outcomes.

    Before resorting to training, a strategic evaluation is crucial:

    Strategic Evaluation Questions:

    1. Identify the Core Problem: What specific issue is the training intended to solve? Understanding the root cause is key to designing effective training.

    2. Analyze the Cause: Are the challenges due to internal processes or external factors? This analysis helps in tailoring the training approach.

    3. Assess Training's Role: How can training effectively address these issues? It’s vital to ensure that training is the right tool for the problem at hand.

    4. Review Past Training Efforts: If training was previously conducted, evaluate its success and shortcomings. Learning from past experiences can guide future strategies.

    5. Leverage Existing Resources: What current resources or initiatives can be utilized or adapted to address the issue?

    Even if you do decide on training, there are still questions that need to be answered to decide on what type of training would be most effective.

    Crafting an Effective Training Plan:

    Once you’ve determined that training is the right approach, the next step is to design a training plan that aligns with your specific needs:

    • Content Accessibility: Determine if the training content needs ongoing reference. Elearning can be ideal for this, offering flexibility and continuous access, unlike traditional live sessions.

    • Formal vs. Informal Training: Decide on the training style. For smaller groups or highly skilled teams needing specific skills, informal or one-on-one training may be more effective. Larger groups, such as an entire sales force, might benefit from a more structured format with interactive elements.

    • Training Delivery Mode: Choose the most suitable training environment. Classroom training is effective for demonstrative purposes, while eLearning or blended learning offers versatility for broader audiences.

    In summary, by conducting a thorough analysis before implementing training and carefully considering the method and mode of delivery, you can ensure that training is not just a quick fix but a strategic tool that effectively addresses specific needs and enhances overall organizational performance.

    Armed with these insights, you're now equipped to excel in the realm of course design, blending creativity with a keen understanding of your audience's needs. By internalizing the importance of training needs analysis and the strategic application of training, you’re not just crafting courses—you’re creating impactful learning experiences. This approach isn't just about meeting immediate learning objectives; it's about fostering long-term growth and development for both individuals and organizations.

    As you embark on or continue your journey as a course designer, consider these reflection questions to reinforce your strategy and approach:

    1. How well do you really know the learners you are designing for? What methods can you use to deepen this understanding?

    2. How does your course design align with the broader goals of the organization? Are you effectively bridging the gap between individual learning needs and organizational objectives?

    3. What metrics or feedback mechanisms will you use to assess the effectiveness of your training? How will you adapt your courses based on this feedback?

    4. What strategies will you employ to persuade clients or stakeholders of the critical importance of training needs analysis?

    By staying committed to understanding and addressing the real needs of learners, and by continuously evolving your approach, you can make a significant impact in the world of eLearning. Remember, the best learning experiences are those that are thoughtfully designed with the learner at the heart.

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    Learning needs analysis and evaluation, 2nd ed., Francis Bee & Roland Bee London: Chartered Institute of Personnel and Development, 2003

    Training: It’s Not Always the Answer, Bill Stear, 2005

    TRAINING NEEDS ASSESSMENT. A Must for Developing an Effective Training Program, By Judith Brown, Director of Research

    Diana Cohen
    Diana Cohen
    Education Writer | eLearning Expert | EdTech Blogger. Creativa, apasionada por mi labor, disruptiva y dinámica para transformar el mundo de la formación empresarial.

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