Organizational analysis of training needs can be divided into broad sense and narrow sense. Broadly speaking, the organizational analysis of training needs mainly refers to the systematic analysis of organizational objectives, resources, environment and other factors that affect training planning and design and organizational performance, accurately find out the problems existing in the organization, and determine whether training is the most effective method to solve such problems and the type of training that the organization needs most. In a narrow sense, the analysis of an organization's training needs mainly refers to determining the training needs and contents of the organization by analyzing the gap between the knowledge and skills needed to complete the organizational tasks and the existing situation. This paper adopts a broad concept. Analysis of organizational goals: As the behavioral motivation and direction of the organization and its members in a certain period, organizational goals play a decisive role not only in the development of the organization, but also in the design and implementation of training plans. Generally speaking, organizational goals determine training goals, and training goals serve the realization of organizational goals. What kind of organizational goals, there will be what kind of training goals, organizational goals and training goals are internally consistent. When the organizational objectives are not clear and unambiguous, it is difficult to determine the training objectives, design and implement the training plan, and it is impossible to clearly define the standards applied in the training process. Therefore, in the analysis of training needs, it is particularly important to explain the organizational objectives in detail. Since clear and definite organizational goals are helpful to the determination of training goals and the design and implementation of training plans, what should be done in the case of unclear organizational goals and low organizational performance? In this case, for the organization, it should first determine the organizational objectives through organizational change, and then decide whether it is a training issue. Organizational Climate Analysis: The so-called organizational climate refers to all the factors that exist in the organization and can affect the training effect.