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Free workplace skills questionnaire

Training Needs Analysis Questionnaire

Use this questionnaire to reflect on your strengths and development areas across goals, communication, productivity, conflict, mindset and resilience.

Map your answers across six workplace skill areas and identify where training could make the greatest difference to performance, confidence and working relationships. No email signup is required.

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Training needs analysis questionnaire

Skill gaps

Identify where your current habits may be limiting your effectiveness or confidence at work.

Workplace performance

Review the everyday skills that support better leadership, communication, planning and decision making.

Instant results

See your development areas immediately, grouped by skill area, with answer-by-answer explanations.

Understanding the process

What is training needs analysis?

Training needs analysis is a practical way to compare current skills with the skills required for better performance. It helps you decide which development areas deserve attention first.

A useful analysis looks beyond job titles and asks how people actually work: how they set goals, communicate, manage time, solve problems, handle conflict, maintain confidence and influence others.

The aim is not to criticise people. The aim is to make development more rational, targeted and useful, so training is connected to real workplace behaviour rather than vague good intentions.

Workplace impact

Why training needs analysis matters

Without a clear analysis, training decisions can become reactive. People choose courses because a problem has become urgent, because a course title sounds useful, or because a manager has noticed only the most recent issue.

A structured questionnaire helps you step back and notice broader patterns. For example, a productivity issue may be linked to unclear goals, weak delegation, poor decision making or low confidence.

For managers and HR teams, training needs analysis supports better use of time and budget. For individuals, it helps convert personal development into a specific plan.

Reading your answers

How to interpret development areas

This questionnaire is reflective, not diagnostic. The summary shows where your answers contain the most development prompts, so you can choose the most useful next action.

Goals and standards

Looks at vision, personal standards, goal focus and the link between clear objectives and daily behaviour.

Communication

Explores clarity, listening, emotional control and the ability to communicate expectations professionally.

Productivity

Reviews time management, priorities, planning, problem solving, decisions and delegation habits.

Conflict and feedback

Checks how effectively you handle disagreement, criticism, feedback and difficult conversations.

Mindset

Focuses on confidence, motivation, habits of thought and whether your mental attitude helps or hinders performance.

Resilience and influence

Considers wellbeing, self-control, persuasion and the ability to influence others under pressure.

Questionnaire

Choose the option that best describes you

Answer each question honestly based on your current working habits. The summary will group your development prompts by skill area and show the answer explanations below.

of answered

Skill area

Goals and standards

Do you know the big picture vision of your organisation in terms of the goals for the next one, to three years?
1

Question 1

Do you know the big picture vision of your organisation in terms of the goals for the next one, to three years?

Have you a written set of professional standards that you hold yourself to every day, even on the days you do not feel like it?
2

Question 2

Have you a written set of professional standards that you hold yourself to every day, even on the days you do not feel like it?

Are you a goal-focused individual?
3

Question 3

Are you a goal-focused individual?

Do you know what SMART targets are?
4

Question 4

Do you know what SMART targets are?

Skill area

Communication and clarity

Are you able to listen attentively, without interruption to somebody with whom you disagree?
5

Question 5

Are you able to listen attentively, without interruption to somebody with whom you disagree?

Do you sometimes talk too much?
6

Question 6

Do you sometimes talk too much?

Do you too frequently fail to speak up when you know you should say something?
7

Question 7

Do you too frequently fail to speak up when you know you should say something?

Do you sometimes say to yourself 'I know what I mean, but I can't explain it'?
8

Question 8

Do you sometimes say to yourself 'I know what I mean, but I can't explain it'?

Do you take time to define the meaning of your most important words and phrases to ensure people understand exactly what you are saying?
9

Question 9

Do you take time to define the meaning of your most important words and phrases to ensure people understand exactly what you are saying?

Do you spend more time talking about the causes of problems than how to solve them?
10

Question 10

Do you spend more time talking about the causes of problems than how to solve them?

Skill area

Productivity and time management

Do you have many days when you are busy all day, but relatively non-productive?
11

Question 11

Do you have many days when you are busy all day, but relatively non-productive?

Are you able to name the differences between: a goal, a to-do list and an action plan?
12

Question 12

Are you able to name the differences between: a goal, a to-do list and an action plan?

Do you start so many tasks at once that you are forced to spread yourself too thinly and therefore make only minimal progress on them?
13

Question 13

Do you start so many tasks at once that you are forced to spread yourself too thinly and therefore make only minimal progress on them?

Do you operate according to a written plan?
14

Question 14

Do you operate according to a written plan?

Do you put things off that you know you should do, because you are 'not in the mood'?
15

Question 15

Do you put things off that you know you should do, because you are 'not in the mood'?

Are you easily distracted?
16

Question 16

Are you easily distracted?

Do you plan ahead more than one month?
17

Question 17

Do you plan ahead more than one month?

Do you know how to use decision matrix to organise priorities and make decisions?
18

Question 18

Do you know how to use decision matrix to organise priorities and make decisions?

Do you have the correct balance between work and rest?
19

Question 19

Do you have the correct balance between work and rest?

Skill area

Conflict and feedback

When in a conflict situation, do you act calmly and carefully?
20

Question 20

When in a conflict situation, do you act calmly and carefully?

When in a conflict situation, do you try and avoid saying anything for too long in the hope it will sort itself out?
21

Question 21

When in a conflict situation, do you try and avoid saying anything for too long in the hope it will sort itself out?

Do you use highly charged language in an attempt to let the person know how you 'honestly feel'?
22

Question 22

Do you use highly charged language in an attempt to let the person know how you 'honestly feel'?

Can you, right now, name the difference between a reason and an excuse for not doing something?
23

Question 23

Can you, right now, name the difference between a reason and an excuse for not doing something?

Do you know what self-concept is?
24

Question 24

Do you know what self-concept is?

Do you know the difference between objective and subjective language?
25

Question 25

Do you know the difference between objective and subjective language?

Do you know the importance of letting the other person save face?
26

Question 26

Do you know the importance of letting the other person save face?

Skill area

Mindset and confidence

Do you know exactly how your mental attitude directly affects your material results?
27

Question 27

Do you know exactly how your mental attitude directly affects your material results?

Do you know how to control your mind so you can retain a positive mental attitude during difficult times?
28

Question 28

Do you know how to control your mind so you can retain a positive mental attitude during difficult times?

Is your mood dependent on how the day unfolds?
29

Question 29

Is your mood dependent on how the day unfolds?

Are there people or specific business situations that you find particularly unnerving?
30

Question 30

Are there people or specific business situations that you find particularly unnerving?

Do you feel you would benefit if you could develop more self-confidence?
31

Question 31

Do you feel you would benefit if you could develop more self-confidence?

Skill area

Resilience, wellbeing and influence

Do your current dietary, exercise and drinking habits build outstanding levels of vitality and good health?
32

Question 32

Do your current dietary, exercise and drinking habits build outstanding levels of vitality and good health?

Do you have methods that allow you to shield yourself from negative influences?
33

Question 33

Do you have methods that allow you to shield yourself from negative influences?

Are you able to use your communication skills to consciously raise the spirits of others who are flagging?
34

Question 34

Are you able to use your communication skills to consciously raise the spirits of others who are flagging?

When people are facing a problem situation, do you focus first on finding out who is responsible?
35

Question 35

When people are facing a problem situation, do you focus first on finding out who is responsible?

Are you able to criticise others in a way which makes them feel like they are learning, rather than being told off?
36

Question 36

Are you able to criticise others in a way which makes them feel like they are learning, rather than being told off?

Your results

Your training needs analysis results

Your answers have been grouped into skill areas so you can see where development may be most useful. Use the summary as a starting point for a practical training plan.

Development summary

Your strongest development themes

The summary counts the answers that point towards further development in each skill area. Higher counts suggest useful places to focus first.

View personal development training

Next steps

Turn your summary into a development plan

Personal development training

Build the core skills behind confidence, communication, goal setting, emotional control and productivity.

Leadership and management training

Develop the management habits needed to set direction, organise work and improve team performance.

Free consultation

Discuss your development priorities and choose the most suitable training route for yourself or your team.

Using your summary

Focus on patterns, not perfection

The most useful result is usually a repeated theme. One isolated answer may simply reflect a recent situation, but several development prompts in the same area suggest a stronger training need.

Choose one area that would make the biggest practical difference in your work. For example, if productivity prompts are high, begin with planning, priorities and decision making. If conflict prompts are high, focus on feedback and communication under pressure.

Retake the questionnaire after a period of deliberate development. The aim is to improve working habits, not to chase a perfect result.

Once the priority is clear, use the training provider evaluation scorecard to compare course relevance, trainer quality, practical application and workplace follow-up consistently.

Related development areas

Training that supports the skill areas

Personal development training

Strengthen confidence, goal focus, emotional control and productive personal habits.

Leadership and management training

Improve planning, delegation, standards, decision making and team leadership.

Communication skills training

Develop clearer messages, better listening and more confident workplace conversations.

Time management training

Improve planning, priorities, decisions, delegation and productive use of effort.

Conflict management training

Handle disagreement, criticism and difficult conversations more constructively.

Consultation service

Get help interpreting training needs and matching them to the right development programme.

Common Questions

Training needs analysis questions

Answers to common questions about training needs analysis, development priorities and how to interpret this questionnaire.

A training needs analysis is a structured review of current skills, working habits and development gaps. It helps individuals and organisations decide which training would produce the most useful improvement.

No. This questionnaire is a reflective self-assessment. It is designed to help you notice patterns and choose useful development priorities, not to diagnose ability or produce a formal qualification result.

Look for skill areas with repeated development prompts, then choose one or two practical actions. The best use of the results is to turn reflection into a focused training or coaching plan.

It is useful for managers, team leaders, professionals and anyone responsible for improving workplace performance, communication, productivity, leadership or resilience.