How long does a training needs assessment take?

It depends on the number of roles, areas and sites. An assessment for one area or plant takes a few weeks; a diagnosis of the whole organization needs more time for interviews and analysis. The proposal includes a schedule by stage with deliverables and dates.

What is the difference between a needs assessment and a performance evaluation?

A performance evaluation measures one person's results and behaviors over a period. A training needs assessment uses those results, along with surveys, interviews and the skills matrix, to identify which knowledge is missing by role and which training actions should be prioritized.

Is a training needs assessment required by the STPS?

Mexican labor law requires companies to train their staff through plans and programs, and a training needs assessment is the orderly way to build them. The exact requirements depend on your case; this information is not legal advice and should be reviewed with your legal team or advisor.

Do we need updated job profiles to start?

They help, but they are not essential. If your profiles are outdated, we complete them through manager interviews during data gathering and define the key competencies for each role. That work becomes an input for future assessments and for your hiring and development processes.

How are the identified needs prioritized?

With criteria agreed upon with leadership: impact on business indicators, safety or compliance risk, urgency and number of people affected. Each need gets a score and a rationale, and the result is validated with department managers before it becomes the training plan.

What happens after the training needs assessment is delivered?

We turn the report into your training plan and program, with courses, format, dates and owners. If you wish, we run the plan on your platform, issue DC-3 certificates and repeat the skills matrix at year-end to measure how much the gaps have closed.

TNA · Skills gaps · Training plan

Training needs assessment that ends in a plan, not in a forgotten file

We run your company's training needs assessment with a clear method: interviews with managers, employee surveys, a skills matrix by role and a review of indicators and performance evaluations. We analyze gaps by area and role, prioritize them by impact and deliver a report ready to become your training plan and program.

HR specialist reviewing a skills matrix by role on a screen with a department manager

What is a training needs assessment?

It is the diagnosis that identifies which knowledge and skills each role is missing to meet its goals, comparing what the role requires with what the person masters today. With Geedle it is done with surveys, interviews, a skills matrix and indicators, and it ends in a prioritized report ready for the training plan.

Three moments of a well-run assessment

Each stage produces something your team can review and use; nothing stays in a forgotten spreadsheet.

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Information gathering

We review job profiles, goals and area indicators and apply the instruments: an online employee survey, interviews with managers and directors, and a self-assessment in the skills matrix. Everything uses a format employees complete in minutes from their phone.

Consultant and HR lead reviewing a list of criteria on a whiteboard next to a laptop

Gap analysis by role

We cross what each role requires with what people master today and with performance results. We separate the gaps that training can close from those that depend on processes, tools or leadership, so you do not invest in courses that will not close them.

Training analyst reviewing a map of skills gaps by area on a computer

Prioritization and plan

We rank needs by business impact, urgency and number of people, and propose the format for each action. The result becomes your training plan and program directly, with goals, dates and owners for each area.

Facilitator presenting results on a screen to a team during a training session

Why run a training needs assessment before buying courses?

Because without a diagnosis, training is chosen from a catalog, by whichever manager insists the most or by repeating last year's plan. The result is courses people take, pass and forget, while the real gaps keep hurting quality, safety or sales. A training needs assessment connects every training action to a concrete problem in the role and lets you justify the budget to leadership. It is also the basis of the training plan and program that many companies include among their labor obligations in Mexico; for that topic, check with your legal advisor.

Which instruments do we use in the needs assessment?

We combine several sources so we do not depend on a single opinion. The online survey captures each employee's view of how well they handle the tasks of their role. Interviews with managers and directors pin down what the business needs this year. The skills matrix compares the required level with the current level for each competency. We also review performance evaluations, quality indicators, customer complaints and incidents. If you already run a 360° evaluation or a workplace climate survey, their results are included in the analysis and help explain where each gap comes from.

What does your company receive at the end of the assessment?

An executive report for leadership and a detailed report for Human Resources. It includes the skills matrix by role with its gaps, the analysis by area and role, the list of prioritized needs with their rationale, the gaps that training will not solve and a proposal of actions with a suggested format. We present it in a session with department managers to validate priorities. The next step is turning it into your training plan and program, with courses, dates and owners, and tracking progress on your platform until the next assessment.

Six traits of an assessment people actually use

The goal is not a nice document: it is knowing what to train first, whom and why.

Skills matrix by role

Each role has its competencies with required and current levels, so the gap is visible at a glance.

Surveys and interviews

An online survey for employees and guided interviews with managers; nobody depends on a single opinion.

Performance data

We include evaluations, quality indicators, incidents and climate results to back up every need we identify.

Prioritized by impact

We rank needs by business effect, urgency and number of people, not by who asks the loudest.

Gaps that are not training

We flag what processes, tools or leadership should fix so you do not spend on courses that will not help.

Ready for the plan

The report becomes your training plan and program directly, with format, dates and owners for each action.

Method

How we run your training needs assessment

Five stages with concrete deliverables; the schedule depends on the number of roles and areas.

Kickoff and scope
We define with Human Resources the areas, roles and information sources included in the assessment.
Work plan
Instrument design
We adapt the survey, the interview guide and the skills matrix to your company's job profiles.
Validated instruments
Data gathering
We run the online survey, interview managers and collect indicators and performance evaluations.
Complete dataset
Analysis and prioritization
We calculate gaps by role and area, separate causes and rank needs by impact.
Prioritized report
Presentation and plan
We validate priorities with department managers and turn the result into the training plan.
Annual plan proposal

Do you know which skills gap costs your company the most?

We help you find it with data and decide what to train first. Request a proposal with three scope options.

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A report leadership understands and HR can execute

Executive summary with the year's top five priorities
Skills matrix by role with gaps by area
Prioritized needs with their rationale and number of people
Gaps that depend on processes or leadership, kept separate
Action proposal ready for the training plan

Request a proposal

Analyst presenting results charts on a screen to two colleagues during a work meeting

A Geedle assessment versus a generic survey

The difference is in what you can decide with the result.

	Geedle assessment	Generic survey
Sources	Survey, interviews, matrix and indicators	A single interest questionnaire
Level of detail	Gaps by role, area and competency	A general list of topics
Causes	Separates training needs from everything else	Everything becomes a course
Priority	By impact, urgency and number of people	By number of votes
Result	Prioritized report ready for the plan	A spreadsheet with no conclusions
Follow-up	Progress measured on the platform	Repeated the same way next year

An assessment tailored to each type of organization

The method is the same; the roles, instruments and priorities change.

Manufacturing and operations

Plants and logistics centers with operational and technical roles.

Matrix by line
Safety
Quality
Supervisors

Headquarters and services

Offices, support areas and service centers.

Digital skills
Customer service
Leadership
Productivity

Sales teams

Sales forces and account executives.

Sales process
Product
Negotiation
Sales indicators

Public sector and education

Government agencies, universities and schools.

Job profiles
Teaching skills
Regulations
Citizen service

Training plan and program

The assessment is the main input for your STPS training plan and program. With needs already prioritized, we define courses, dates, instructors and owners, and leave everything ready to run and measure on your platform without starting over from scratch. That keeps diagnosis and execution connected, and you can show why each course was chosen.

Complementary organizational diagnostics

For more depth on leadership and behavior, combine the assessment with a 360° evaluation or a workplace climate survey. Their results are crossed with the skills matrix to explain why some gaps persist over time. Sometimes the problem is not knowledge but leadership or the work environment, and it is better to know that before training.

Courses and platform to close the gaps

The needs identified are covered with our course catalog with DC-3 or with custom courses. If you are not sure your platform can handle the follow-up, run the LMS assessment before launching the plan. That check tells you whether your system can assign paths by role, issue certificates and show progress by area.

Training needs assessment by city and state

In-person interviews and workshops where we have a team, and online surveys and analysis across Mexico.

FAQ

Frequently asked questions about training needs assessment

Let's talk about your company's training needs

Tell us how many roles, areas and sites you want to include and when you need the plan. We reply the same day with a three-option proposal.