The purpose of training needs analysis is:

1, confirm the gap.

That is, the gap between the actual performance level of the organization and its members and the due performance level is mainly completed through performance evaluation.

2. Change the original analysis.

3. Promote the transformation from the personnel classification system to the personnel development system.

4. Provide alternative solutions to the problem.

5. Form an information database.

6. Determine the cost and value of training.

7, in order to obtain the support of the organization for training.

The reasons for training needs can be roughly divided into the following three categories:

1. Training needs due to job changes.

2. Training needs arising from personnel changes.

3. Training needs caused by performance changes.

Training demand analysis refers to an activity or process in which training departments, principals and trainees systematically identify and analyze the training objectives, knowledge structure and skills of all participating organizations and their employees by various methods and technologies before planning and designing each training activity, so as to determine whether these organizations and employees need training and how to train them.

Training demand analysis is the first link in the whole process of training activities, and it is the basis for making training plans, designing training programs, implementing training activities and evaluating training effects. Therefore, the correct training demand analysis is very important. If this step is ignored or mistakes are made, then all subsequent work may go wrong, at least the effect will be greatly reduced. Therefore, training demand analysis is the first basic skill for training managers.