4: Proposing Solutions
Once you’ve identified your goals and gaps, you’re ready to determine your training options, and report your recommendations. If your gap was due to knowledge or skills, you’ll want to start thinking about the specific learning objectives you can create to help get your learners up to speed. For more on crafting learning objectives, see the articles below:
Learning Objectives - Eberly Center - Carnegie Mellon University
Harvard Business Review
The Best Approach to Training
If your gaps were related to motivation, environment or communication, training may not be indicated, and you’ll want to communicate this to your stakeholders. The following article is a good source of information on when training is and isn’t the right approach:
Harvard Business Review
When Companies Should Invest in Training Their Employees - and When They Shouldn't
Formatting Your Recommendations
Once you’ve completed the steps above, you’re ready to make a training recommendation. Here’s a table to help you format your results. Note that, in this fictional case, the gap analysis revealed the opportunity for both training and motivation interventions.
Reflection
Can you populate a similar table based on your goal and the results of your 5 Whys activity?
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