1 Describe the benefits of identifying and analyzing an organization's training needs. When an organization identifies and analyzes a training need by performing a training needs analysis, the organization can satisfy itself. that there is a real need for training. Training is offered within an organization for various reasons, for example; this may be induction training for new staff, new technology has been introduced or upskilling of current staff due to new regulations or legislation. Training must be designed and delivered to achieve an objective or to meet an identified need. The training gap can be identified following a training needs analysis carried out at the organizational or individual level. The training to be offered must support the organization's mission statement, vision, plans and policies. (O’Carroll, 2012). An organization can benefit if it first identifies and analyzes the training needed to ensure that effective training is provided to staff and that in fact it is the training that is needed to resolve the issues raised and that it is not It's just not about hiring more. staff. Additional training will not solve the staff shortage. Other benefits to the organization are: • It saves the organization money if effective training is provided. • It can increase the profits of the organization, as a more skilled workforce will result in greater productivity. • Where health and safety training is provided, it reduces the risk to the employee and may result in a lower insurance premium. • It increases the competitiveness of the organization because with additional training, workers become more flexible and can accomplish more tasks efficiently. • It increases quality. ..... middle of paper ...... in turn, the learner is more likely to retain the information delivered. This is an easy method to follow. References: • O'Carroll, E. Train the Trainer (2012) Dublin: Gill and Macmillan Ltd. (page 172) • Barbara Corkey BL, lecture notes. • Hasan (2007) How to Conduct a Training Needs Analysis. How to guide. June 3Available: (http://www.dirjournal.com/guides/how-to-conduct-a-training-needs-analysis/)• Carbon 360 (2014). Carbon 360. Available: (http://www.carbon360.co.uk/PerformanceManagement.aspx?feature=whatIsPerformanceManagement)• Forest, Ed. (2014) The ADDIE Model: Instructional Design, Educational Technology, January 29. Available: http://educationaltechnology.net/the-addie-model-instructional-design/• Gagné, Robert M., Briggs, Leslie, J., Wager, Walter, F. (1985). Principles of Instructional Design, Wadsworth, ISBN 0030347572