TRAINING NEEDS ANALYSIS — WELINGTONS RESOURCES
Guide: https://welingtons.com/training-needs-analysis

Team and roles:
Work task to improve:
What a good result looks like:
Current observation (separate evidence from assumptions):
Skills to practise:
Process, workload or access barriers and their owners:
Participant experience and training language:
Observable learning goal:
Practice task and feedback method:
Follow-up owner and review date:

FICTIONAL WORKED EXAMPLE — SUPERVISOR HANDOVERS
This is a practice example, not a client result.

Team and roles: Supervisors handing over unfinished customer requests.
Work task: Prepare and explain a handover so the next shift can act.
Expected standard: Status, next action, responsible person and deadline.
Current observation: Four of six fictional sample handovers leave an owner
or deadline unclear. Check what information staff had before assigning a cause.
Skills to practise: Summarising, clarifying questions and checking understanding.
Other barrier and owner: The form has no owner field; operations will revise it.
Participant needs: Confirm starting experience, language and shift coverage.
Learning goal: Prepare a fictional handover containing all four details, then
check a partner's understanding.
Practice and feedback: Role-play, four-point checklist, repeat after feedback.
Follow-up: Supervisor and manager agree a review date after workplace practice.

Adapt this example using evidence from your own workplace. Record process
changes as well as training, so the follow-up does not attribute every change
to the workshop alone.