This is perhaps the most important and common need to look at as it links the job / role with the organization. When analysing job performance, we will look at the entire spectrum that surrounds the job: processes, culture and actual performance verses optimal performance. After assessing the business and performance needs, we will provide you with a comprehensive report on the gaps to be bridged to meet present and future requirements. This will become the foundation for your intervention plans, such as training and development, job aids, process improvement, coaching and mentor programs, etc.

We conduct this analysis from the point of view of identifying Performance Intervention Need – i.e. thinking beyond training, and to determine what type of performance intervention will actually bridge the performance gaps we assess the performance for any needed interventions, (what the individual needs to know in order for the performance intervention to be successful) we also lay the framework on how to evaluate the resulting learning requirements. This helps ensure that the requirements actually take place / are met.

Closely related to Training Need Analysis (in that they both look at the Job and Individual level). However, Individual Needs Analysis is more in-depth so as to ensure that the performance intervention actually conforms to the individual requirements. For example, in the Training Needs analysis, it might be determined that the role requires learning of a new process for optimal performance. In the Individual Need Analysis, the target population is looked at more closely to determine the actual content, context, and delivery method of the performance intervention. The requirement is linked to measuring of level one evaluation -- Reaction. Measuring of Reaction in general is also known as smiley sheets – to judge if learners liked the performance intervention. 

We believe that smiley sheets is entirely the wrong thing to measure as it does not matter if the learners like the intervention or not. What matters the most is, "does it actually help them to improve their performance?" We help ensure that the Reaction measure ensures this assessment.