Various tools and techniques used for training need analysis

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Cost-benefits analysis

成本收益分析

The first tool that can be used for training need analysis will be the cost-benefits analysis which is actually comparing the cost output is worth the benefit income or not worth it. For example, if the one-time payment graphic design training is successful, then the company should be able to decrease the cost of advertising, it should be worth it.

可用于培训需求分析的第一个工具将是成本收益分析，它实际上是在比较成本输出是否值得收益收入或不值得。比如一次性付费平面设计培训成功，那么公司应该可以降低广告成本，应该是值得的。

Training suitability analysis

培训适宜性分析

The second tool will be the training suitability analysis. Its focus on the training implement has actually solved the needs and problems of the employee and organization. For example, the organization wants to have its own designer to create a logo, so the most suitable training will be graphic design training.

第二个工具将是培训适宜性分析。其对培训实施的关注实际上解决了员工和组织的需求和问题。例如，组织希望有自己的设计师来创建徽标，因此最合适的培训将是平面设计培训。

Performance analysis

性能分析

The third will be the performance analysis. This tool is to compare the performance data and information of the employee situation before and after. For example, the employee has a slow performance compare with before and other people in the field of process data, so that the Microsoft set training should be good to improve the performance of the employee.

第三是性能分析。这个工具是比较前后员工情况的绩效数据和信息。例如，员工在流程数据方面与之前和其他人相比表现较慢，因此微软集培训应该是很好的，以提高员工的绩效。

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