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Preliminary Organizational Screening

Not every performance problem is a training problem.

Before recommending a full Training Needs Analysis or training program, we first screen whether training is likely to address the actual cause of the performance gap.

Why are we asking these questions?

01

Understand the Problem

Before recommending training, we first explore whether the challenge is really a knowledge or capability issue.

02

Avoid the Wrong Solution

Organizations sometimes invest in training when the real issue comes from process, leadership, systems or unclear expectations.

03

Recommend the Right Next Step

Sometimes training is appropriate. Sometimes a wider organizational review should happen first.

Question 1 of 617%
The Trigger

What made you think training is needed?

Expected Outcome

What do you expect to improve after training?

Performance Evidence

How do you currently measure employee performance?

Problem History

Has this problem happened before?

Comparison

Do high performers face the same problem?

Business Impact

What happens if no training is provided?

Briefly describe the likely operational or business impact.

Initial Finding

Your preliminary training suitability finding

Based on your responses

Explore Relevant Training Programs

Request a Full Training Needs Analysis Conversation

Send your preliminary findings to HODENA so we can review the context and recommend the next step toward a full Training Needs Analysis.

Preliminary cause screening Training suitability finding Recommended next diagnostic action Suggested discovery conversation
This online screening does not replace a complete Training Needs Analysis. A full review may require interviews, performance data, role information and organizational documents.