Training Needs Analysis Template

Training needs
analysis template
A quick reference guide for training

needs assessment and analysis.
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Training needs analysis template
Developing a training program has always demanded a serious
investment, so the overarching goal of a needs assessment is to give a
credible estimate if these investments will pay off and make sure that
learning can solve the problem.
This template will provide you with spreadsheets that will help
you to effectively conduct a needs analysis even if you’re
doing it for the first time in your life.
But first things first: let's recap what steps a training needs analysis
should include and the essential questions to ask at each step.
Step 1. Analyze the present situation

Question to Consider Your answer
What is going on now?
How are employees

performing?
What results are being

achieved?
How are customers affected

by this situation?
Step 2. Identify business and performance goals
What is our goal?
What should be happening?
How do managers want

employees to perform?
How wide is the gap between the

present situation and the desired
outcome?
Step 3. Trace a root cause
What are the causes

of this situation?
Why is there a performance

gap? How can it be?
Is the gap caused by knowledge,

skills, or attitude shortfalls?
Step 4. Consider potential solutions
What do people have  

to do to reach our goal?
What stops employees

from doing this one thing?
Is it knowledge and skills

discrepancy that causes the
situation? Or is it the workplace
environment and poor motivation
that hinders performance?
Do employees need to be
shown how to perform tasks/
deliver services more
effectively?
Can employees find it helpful

to practice in simulated
experiences
You can dig into the details with the interview questions below. We have
made them into convenient spreadsheets that you can take to your
interview session with stakeholders and employees.
I. Interview with Stakeholders Worksheet
Interviewee: /
(Name) (Position)
Date:
1 What problem are you going to address with the new employee
training program? Why do you think the training is necessary?
2 How is this problem being addressed now?
3 How are employees performing? What results are being achieved?
4 What should be happening (as opposed to the current

performance)? What are the goals?
5 What prevents the goals from being achieved:

a. Is the gap between the current and the desired performance
caused by knowledge, skills, or attitude shortfalls?
b. How much of the gap is caused by the environment,
a process, or a technical factor?
6 What is the target audience for the training? How many people
are there? What is their age, location, job position, level  
of education, and preferred style of learning?
7 Have they received any training in the past?  
(What kind? What was the result?)
8 Have you considered anything other than training
solutions to address the problem?
II. Interview with Employees Worksheet
Interviewee: /
(Name) (Position)
Date:
1 What are the main knowledge and skills required for your job?
2 What is the most challenging part of your job?
3 Can you list any factors that you feel are preventing you
from reaching the maximum results in your job?
4 What would help you to perform your job successfully?

5 Do you think that training could help you to be more efficient
at your job? If so, what kind?
6 Have you received any training in the past? If so:
a. What kind? (List any courses and workshops you attended
while working for the company.)
b. Did any of the training help with your job results? How?
III. Gap Analysis Template
Write down the targeted areas such  

Focus Area
as customer service, onboarding, etc.
Current State Write down the current performance indicators.
Desired State Write down the desired performance indicators.

Write down the difference between the
Identified Gap
current and desired performance level.
Effect of the Gap Write down how the existing gap affects business.
IV. Need Assessment Checklist
You’ve conducted an initial interview with the client.
You’ve analyzed the present situation at the company.
You’ve got credible information about the current performance  

of the employees.
You’ve explored the gap between the present situation  

and the desired outcome.
You’ve established clear and measurable goals.
You’ve found the root cause of the existing performance gap.
You’ve made sure that all parties involved agree about the cause.
You’ve analyzed all the plausible alternative ways to reach  

the same goal.
Useful Resources to Help You Elevate

Employee Training
Do you want to stay abreast of corporate training trends and create
programs that cater to employees' needs? iSpring's free resources  
are a golden mine of information for all things eLearning.
1 iSpring Blog. Choose from among hundreds of articles, guides,

andclient success stories to draw inspiration for your corporate
training and employee development.
2 iSpring Webinars. Watch and learn from iSpring experts  
and global pros from the spheres of HR, eLearning, L&D,  
and more. Join our weekly webinars to get all questions  
answered and elevate your expertise.
If you need to build productive teams and streamline training  

and development at your organization, try out iSpring Learn LMS  
and iSpring Suite. They are a perfect bundle of a training platform  
and an authoring tool with a shallow learning curve. With iSpring
online training software, you will be able to onboard, upskill,  
and retrain teams and fully meet training needs at each stage  
of employee life cycle in the company.

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Training needs

A quick reference guide for training

Step 1. Analyze the present situation

What is going on now?

How are employees

What results are being

How are customers affected

Question to Consider Your answer

What is our goal?

What should be happening?

How do managers want

How wide is the gap between the

Step 3. Trace a root cause

Question to Consider Your answer

What are the causes

Why is there a performance

Is the gap caused by knowledge,

Question to Consider Your answer

What do people have

What stops employees

Is it knowledge and skills

Can employees find it helpful

I. Interview with Stakeholders Worksheet

2 How is this problem being addressed now?

3 How are employees performing? What results are being achieved?

4 What should be happening (as opposed to the current

5 What prevents the goals from being achieved:

are there? What is their age, location, job position, level

of education, and preferred style of learning?

7 Have they received any training in the past?

(What kind? What was the result?)

8 Have you considered anything other than training

solutions to address the problem?

II. Interview with Employees Worksheet

2 What is the most challenging part of your job?

from reaching the maximum results in your job?

4 What would help you to perform your job successfully?

at your job? If so, what kind?

6 Have you received any training in the past? If so:

a. What kind? (List any courses and workshops you attended

while working for the company.)

III. Gap Analysis Template

Write down the targeted areas such

Current State Write down the current performance indicators.

Desired State Write down the desired performance indicators.

IV. Need Assessment Checklist

You’ve conducted an initial interview with the client.

You’ve analyzed the present situation at the company.

You’ve got credible information about the current performance

You’ve explored the gap between the present situation

You’ve established clear and measurable goals.

You’ve found the root cause of the existing performance gap.

You’ve analyzed all the plausible alternative ways to reach

Useful Resources to Help You Elevate

1 iSpring Blog. Choose from among hundreds of articles, guides,

If you need to build productive teams and streamline training

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What do people have  

are there? What is their age, location, job position, level  

7 Have they received any training in the past?  

Write down the targeted areas such  

You’ve got credible information about the current performance  

You’ve explored the gap between the present situation  

You’ve analyzed all the plausible alternative ways to reach  

If you need to build productive teams and streamline training  