What is training needs analysis?

Training needs analysis (TNA) is the process of identifying skill gaps within your workforce so you can deliver targeted training that improves employee performance and supports your business goals. Rather than guessing what your team needs to learn, TNA helps you prioritize the right training at the right time—saving time, money, and effort.

For small business owners, training is often informal or reactive. But even in businesses with tight margins and lean staffing, a simple training needs analysis can clarify where improvements are needed, reduce costly mistakes, and boost morale. With Homebase, you can better manage training expectations, track team performance, and deliver feedback that aligns with your business’s day-to-day needs.

Why training needs analysis matters for small businesses

Training is one of the most overlooked investments in small businesses—but it has an outsized impact on:

• Productivity
• Customer service
• Safety and compliance
• Employee retention
• Team morale

Without a structured approach, training often becomes reactive: a new hire makes a mistake, and then training happens. TNA flips that process—it proactively identifies what skills employees need to do their jobs well, and what resources the business needs to provide.

A thoughtful TNA helps you:

• Reduce onboarding time
• Improve job performance and accountability
• Identify high-potential employees for growth or promotion
• Align your training investments with actual business outcomes
• Create consistency across shifts, locations, or managers

Common situations that call for a training needs analysis

You don’t need to be scaling your business or overhauling HR to conduct a TNA. In fact, some of the most common situations that call for it are part of everyday operations:

• High employee turnover – Could onboarding or communication be improved?
• Inconsistent service quality – Are different team members doing things differently?
• New tools or systems – Does the team know how to use them effectively?
• Customer complaints or negative reviews – Are they tied to knowledge gaps?
• Compliance concerns – Do employees understand safety or labor law requirements?
• Promotion readiness – Who’s ready to move up, and what do they need to learn first?

Whether you're training new employees or upskilling existing ones, starting with a clear understanding of needs ensures your efforts are focused and impactful.

How to conduct a simple training needs analysis

You don’t need consultants or complex surveys to run a TNA. Here's a simple approach that works for most small businesses:

1. Define job roles and responsibilities

Start by clearly outlining what each role is expected to do, and what skills are required.

2. Evaluate current performance

Use observation, shift reports, customer feedback, or performance reviews to identify where employees are falling short or struggling.

3. Collect employee input

Ask team members where they feel underprepared or unclear. Often, employees know what they need but haven’t had a chance to share.

4. Identify business priorities

Consider upcoming changes—like new equipment, busy seasons, or regulation updates—that may require new training.

5. Gap analysis

Compare the required skills for each role with the current performance. Where there are gaps, that’s where training is needed.

6. Prioritize training areas

Focus on high-impact skills first—those that affect safety, customer experience, or team efficiency.

Types of training needs

Your TNA may uncover several categories of need, including:

• Technical skills – How to use a POS system, manage inventory, follow food safety protocols
• Soft skills – Communication, customer service, conflict resolution
• Compliance training – Workplace safety, wage and hour rules, harassment prevention
• Process consistency – Ensuring everyone follows the same procedures regardless of shift
• Leadership skills – For employees being promoted to supervisor or manager roles

Each type of training requires different delivery methods—from hands-on practice and job shadowing to written guides or video tutorials.

Training needs and onboarding

The best time to integrate TNA is during onboarding. Use the TNA findings to:

• Develop role-specific onboarding checklists
• Identify training milestones for the first 30, 60, or 90 days
• Customize training based on the employee’s existing experience
• Ensure new hires don’t pick up bad habits or inconsistent practices from the start

An informed, efficient onboarding experience helps new employees feel confident and stick around longer.

How Homebase supports effective training and development

Homebase makes it easier for small businesses to train and develop their teams—without extra paperwork or confusion. You can:

• Add shift notes and job-specific tasks to the schedule
• Message team members directly with updates or training reminders
• Store training materials in a central location
• Track employee hours, roles, and progress toward milestones
• Create structured onboarding experiences based on role-specific needs

Explore Homebase Hiring and Onboarding to create a smarter, more streamlined approach to employee development—starting with a clear understanding of what your team actually needs to succeed.