Trainer Development and Needs Analysis

Upcoming Schedules

Date	Venue	Duration	Fee (USD)
24 Feb - 05 Mar 2025	Live Online	10 Day	5250
10 Mar - 19 Mar 2025	Live Online	10 Day	5250
21 Apr - 30 Apr 2025	Live Online	10 Day	5250
09 Jun - 18 Jun 2025	Live Online	10 Day	5250
11 Aug - 20 Aug 2025	Live Online	10 Day	5250
15 Sep - 24 Sep 2025	Live Online	10 Day	5250
13 Oct - 22 Oct 2025	Live Online	10 Day	5250
24 Nov - 03 Dec 2025	Live Online	10 Day	5250

Course Overview

In today’s rapidly evolving business environment, the need for continuous employee development and strategic training is more crucial than ever. Organisations aiming to maintain competitiveness and foster innovation must prioritise structured learning and targeted training initiatives. The “Trainer Development and Needs Analysis” course is a robust training program that integrates the core principles of Training Needs Analysis (TNA) and Evaluation Techniques with the essential skills from a Train the Trainer Skills Development Program. This comprehensive course is specifically designed to enhance the competencies of training professionals, HR executives, and organisational development personnel.
According to LinkedIn’s 2024 Workplace Learning Report, 89% of L&D professionals agree that building employee skills today will help navigate the future of work. However, only 38% of organisations consistently conduct effective training needs assessments. This gap between learning initiatives and actual employee development goals is where this course delivers immense value.
Through a strategic approach that begins with identifying precise learning gaps and culminates in delivering transformative training experiences, participants will gain an advanced understanding of both training methodology and facilitation. Core aspects include analysing performance gaps, designing custom learning solutions, choosing the right training formats, evaluating post-training results, and applying internationally recognised TNA and training evaluation models.
Key highlights of this course include:
The use of globally recognised tools such as the ADDIE model and Kirkpatrick Evaluation Model.
Techniques to analyse and interpret training data for improved decision-making.
Comprehensive content on adult learning styles and learner classification.
Development of strong presentation and delivery skills tailored for diverse audiences.
Structuring customised training programs and feedback systems for ongoing improvement.
Best practices in ROI analysis for training programs to support business cases.
By combining both analytical and delivery-focused dimensions, this course ensures a holistic upskilling of professionals responsible for learning facilitation. Whether you are new to the training function or looking to sharpen your strategic skills, this course provides a future-ready foundation to elevate training impact within any organisation.

Key Takeaways:

The use of globally recognised tools such as the ADDIE model and Kirkpatrick Evaluation Model.
Techniques to analyse and interpret training data for improved decision-making.
Comprehensive content on adult learning styles and learner classification.
Development of strong presentation and delivery skills tailored for diverse audiences.
Structuring customised training programs and feedback systems for ongoing improvement.
Best practices in ROI analysis for training programs to support business cases.

The use of globally recognised tools such as the ADDIE model and Kirkpatrick Evaluation Model.
Techniques to analyse and interpret training data for improved decision-making.
Comprehensive content on adult learning styles and learner classification.
Development of strong presentation and delivery skills tailored for diverse audiences.
Structuring customised training programs and feedback systems for ongoing improvement.
Best practices in ROI analysis for training programs to support business cases.

Course Objectives

Participants completing the Trainer Development and Needs Analysis course will be able to:
Conduct detailed and accurate Training Needs Analysis using modern tools.
Design and implement training programs aligned with organisational objectives.
Understand and apply models like ADDIE, Kirkpatrick, Kaufman, and Phillips ROI.
Evaluate training outcomes using quantitative and qualitative approaches.
Customise learning materials and delivery strategies to adult learners.
Deliver compelling training sessions with confidence and structure.
Interpret feedback to improve training delivery and learning effectiveness.
Align learning and development functions with strategic business goals.

Personal Benefits

Individuals attending this course will benefit by:
Acquiring in-demand skills in training evaluation and learning design.
Gaining confidence in facilitating and managing learning sessions.
Understanding how to create learner-centric and results-driven training.
Enhancing analytical capabilities through data-driven TNA.
Increasing visibility within the organisation through strategic contributions.
Advancing career opportunities in L&D and HR development roles.

Organisational Benefits

Organisations whose professionals attend this course will benefit through:
Enhanced internal training functions and more effective L&D strategies.
Increased ROI from training investments.
Reduced training redundancies and misaligned training objectives.
Improved employee engagement, satisfaction, and retention.
Stronger compliance with global training standards and quality benchmarks.
Streamlined operations through performance-based training interventions.

Who Should Attend

Training Officers, Specialists, and Managers
HR and L&D Professionals
Organisational Development Consultants
Talent Management Executives
Internal and Corporate Trainers
Departmental Managers responsible for employee development
Learning Facilitators, Coaches, and Mentors

Course Outline

Module 1: Foundations of Training and Development

Overview of the training cycle What is ADDIE? Role and importance of training in organisations Understanding training as a tool for organisational growth Types of training and training delivery methods

Module 2: Understanding Adult Learning Principles

Characteristics of adult learners vs. children Principles of adult learning Learning styles and how to assess them Cognitive overload: implications for training design Engaging adult learners through tailored delivery

Module 3: The ADDIE Model Explained

Detailed breakdown of each phase: Analysis, Design, Development, Implementation, Evaluation Benefits of the ADDIE framework Integrating ADDIE with organisational learning objectives

Module 4: Training Needs Analysis (TNA) Fundamentals

Introduction to Training Needs Analysis Know your audience: internal and external learners Classification of learners and performance gaps Understanding stakeholder expectations Real-world case study discussion

Module 5: Advanced Levels of TNA

The TNA process and steps McGhee and Thayer’s Three-Level Analysis Organisation’s strategic alignment Introduction to micro-focus and the TNI checklist Application exercises and group discussions

Module 6: Tools and Techniques for TNA

Data collection tools and methods Traditional vs. non-traditional TNA tools Ten powerful techniques for needs assessment Evaluating and classifying data Case study and feedback session

Module 7: Designing the Training Approach Document

Purpose and components of a TA document Customising training based on TNA findings Verbal and visual impact in communication Practice assignment: creating a TA document Peer feedback and discussion

Module 8: Trainer Skills and Competencies

Roles and responsibilities of a trainer Presenter vs. facilitator: key differences Core competencies of successful trainers Four guiding principles (ORID) for facilitators Trainer self-assessment

Module 9: Designing Engaging Training Sessions

Structuring effective training programs Setting ground rules and expectations Writing learning objectives using Bloom’s Taxonomy Selecting relevant methods, tools, and materials Aligning content to objectives

Module 10: Training Methods, Activities, and Group Exercises

Icebreakers and energisers Using SWOT, PESTEL, and Force Field Analysis Games, simulations, and role plays Strengths and weaknesses of various delivery methods Structuring interactive exercises

Module 11: Delivering Training with Impact

Overcoming stage fright and building confidence Presentation skills for trainers Cultural considerations in a global training environment Handling audience questions effectively Gathering feedback from learners

Module 12: Training Evaluation Essentials

Importance of evaluating training programs When and how to evaluate (pre-, during, and post-training) Training evaluation and Return on Investment (ROI) Using observation and performance reviews as tools Action planning for post-training implementation

Module 13: Training Evaluation Models – Part 1

Introduction to evaluation frameworks The Kirkpatrick Model: Four levels of evaluation The Philips ROI Model: Measuring cost-effectiveness The Brinkerhoff Model: Success Case Method Case studies and group evaluation exercises

Module 14: Training Evaluation Models – Part 2

The CIRO Model for organisational impact Kaufman’s five levels of evaluation Anderson’s Value of Learning Model Selecting the right model for different contexts Final review and feedback on models

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