top of page

Training Needs Analysis

For organisations, staff development is essential for building the capability you need to achieve your mission, and is a big investment that should be fit for purpose. For individuals, it can be frustrating to spend time participating in training initiatives that aren’t effective or relevant to your role. 


A Training Needs Analysis ensures that you spend your training budget in the most effective way for the organisation, and that staff receive the skills and knowledge they need to do their jobs to the best of their ability. Before you put in place a training and development program, it’s important to understand your strategic goals, the required skills and knowledge you need to get there, what capability you currently have, and where there are gaps. A Training Needs Analysis will provide you with this information and inform the most appropriate investment in staff development.

Key Features

Desktop Audit and Preliminary Research
It’s essential that we develop a strong understanding of the organisational priorities, strategic direction and core business before considering training and development needs and solutions. 
The desktop audit will review existing information such as strategic and operational plans, types of roles and required skills, knowledge and attributes for each role, including education and industry experience. We may also examine existing training opportunities and related materials.


Exhale People will conduct a comprehensive consultation process tailored to the organisation, and may include discussions with key stakeholders, questionnaires, one-on-one interviews with staff at all levels of the organisation, focus group sessions or a review of work conducted. This provides an understanding of the goals and priorities for organisational training, and valuable data as to what is working well with existing capability, where there are capability gaps, and what opportunities exist to create improvements in line with the training goals of the organisation. This process tests our assumptions and validates best practice. All information is de-identified and consolidated to ensure confidentiality.


Data gathered from the consultation process is collated and analysed for themes, trends and key messaging. From this information we develop a range of draft findings and recommendations in relation to the organisation’s training and capability development needs.

Capability Development Report

At the end of the analysis phase, a report is presented to management that includes analysis and findings in relation to capability gaps, recommendations in regards to the development needs of the organisation, and determine appropriate next steps for training interventions going forward. 

Let's Work Together

bottom of page