codexkit-training-needs-analyzer

# Training Needs Analyzer ## When to Use - When identifying skill gaps across teams or departments - When building an annual training plan or L&D roadmap - When leadership asks "what training do we need and why?" - When evaluating ROI of existing training programs ## Procedure ### Step 1 — Performance Gap Analysis Identify the gap between current and desired performance: | Role / Team | Current Performance | Desired Performance | Gap | Business Impact | |-------------|-------------------|--------------------|----|----------------| | Sales reps | 25% close rate | 35% close rate | 10 pts | $2M revenue | | Support | 4h avg response | 1h avg response | 3h | CSAT: 72→85 | Source gap data from: - Performance reviews - Skill assessments - Manager interviews - Customer feedback / escalation data - Industry benchmarks ### Step 2 — Root Cause Check Not every gap is a training problem. Check: | Root Cause | Training Solution? | Alternative | |-----------|-------------------|-------------| | Lack of knowledge | ✅ Yes | — | | Lack of skill/practice | ✅ Yes | — | | Lack of motivation | ❌ No | Management, incentives | | Process/tool issues | ❌ No | Process redesign, tooling | | Unclear expectations | ❌ No | Role clarity, OKRs | Only proceed with training for genuine knowledge/skill gaps. ### Step 3 — Learning Objectives (Bloom's Taxonomy) Write measurable objectives at the right cognitive level: | Level | Verb | Example Objective | |-------|------|-------------------| | Remember | List, identify | List the 5 steps of the sales process | | Understand | Explain, describe | Explain why discovery questions improve win rate | | Apply | Use, demonstrate | Apply the SPIN framework in a mock call | | Analyze | Compare, diagnose | Diagnose why a deal stalled and recommend next step | | Evaluate | Assess, critique | Assess a proposal for alignment with client needs | | Create | Design, build | Design a custom proposal for a complex enterprise deal | ### Step 4 — Delivery Recommendation | Format | Best For | Cost | Engagement | |--------|----------|------|-----------| | Self-paced e-learning | Knowledge transfer, compliance | Low | Medium | | Live workshop | Skill practice, collaboration | Medium | High | | Coaching / mentoring | Behavior change, leadership | High | Very High | | On-the-job training | Applied skills, processes | Low | High | | Blended | Complex programs | Medium | High | ### Step 5 — Evaluation Plan (Kirkpatrick 4 Levels) | Level | Question | Measurement | Timing | |-------|----------|-------------|--------| | 1. Reaction | Did they like it? | Post-session survey (≥4/5) | Immediately | | 2. Learning | Did they learn? | Pre/post assessment (≥80% pass) | End of training | | 3. Behavior | Do they apply it? | Manager observation, KPI tracking | 30–90 days | | 4. Results | Did business improve? | Revenue, CSAT, retention metrics | 6–12 months | ### Step 6 — Budget Estimate | Item | Cost | Notes | |------|------|-------| | Content development | $X | Internal or vendor | | Facilitator time | $X | Hours × rate | | Platform/tools | $X | LMS, licenses | | Participant time | $X | Hours × avg salary (opportunity cost) | | **Total** | **$X** | | | **Cost per learner** | **$X** | | ## Inputs | Input | Required | Format | |-------|----------|--------| | Performance data | Yes | Current vs desired metrics | | Target audience | Yes | Roles, team sizes | | Business objectives | Yes | What outcomes training should achieve | | Budget constraints | Recommended | Available L&D budget | ## Output ```markdown ## Training Needs Assessment — [Organization / Department] ### Priority Gaps | # | Gap | Audience | Impact | Root Cause | Training? | |---|-----|----------|--------|-----------|-----------| | 1 | Low close rate | Sales (25 ppl) | $2M revenue | Skill gap | ✅ Yes | | 2 | Slow response | Support (15 ppl) | CSAT drop | Process + skill | ⚠️ Partial | ### Recommended Programs | Program | Format | Duration | Audience | Learning Objectives | |---------|--------|----------|----------|-------------------| | Sales Excellence | Workshop + coaching | 3 days + 4 wks | Sales reps | Apply SPIN, create proposals | ### Evaluation Framework [Kirkpatrick 4-level plan per program] ### Budget Summary [Cost breakdown with per-learner cost] ``` ## Definition of Done - [ ] Performance gaps identified with data - [ ] Root causes checked (training vs non-training) - [ ] Learning objectives use Bloom's taxonomy verbs - [ ] Delivery format recommended with justification - [ ] Kirkpatrick evaluation plan included - [ ] Budget estimated with per-learner cost ## Quality Criteria - [ ] All placeholder sections are filled with domain-specific content - [ ] Structure follows the relevant industry standard or framework - [ ] Language matches target audience (technical / executive / legal) - [ ] Output is ready for review — not a rough draft requiring major rework ## Verification (4C) | Check | Question | |-------|----------| | **Correctness** | Does the draft structure follow the stated framework or industry standard? | | **Completeness** | Are all required sections present with substantive (not placeholder) content? | | **Context-fit** | Does tone, detail level, and terminology match the intended audience? | | **Consequence** | If sent to the intended recipient without further editing, what would fail? | ## Edge Cases - **No existing template for this type** — Use the closest available template and document all customizations made. - **Stakeholder requirements conflict** — Flag conflicts explicitly in the draft. Do not silently choose one requirement over another. - **Output required in multiple formats** — Produce the canonical format first, then derive others. Note any formatting limitations. ## Changelog - v1.0.0 — Initial release