- Contact Sales
- Login
Schedule a free Demo
Send us your details and we will set up a free demo session.
Top companies in your industry use AssessHub
Send us your details and we will set up a free demo session.
When employees are trained without knowing exactly where their capability gaps lie, development initiatives become generic and performance improvement becomes difficult to measure. AssessHub’s Training Needs Assessment measures every employee against the skills and behaviours their role requires thereby giving you individual, team and organisational skill-gap visibility so you can build targeted development journeys that improve capability and performance.
A training plan tells you what programmes to run and who should attend. What it does not tell you is how large each employee’s capability gap is, or where that gap sits against the level their role requires. Without that measurement, employees with very different development needs can end up in the same programme.
A training needs assessment makes the gap measurable. It shows where each employee stands against the required standard, which gaps repeat across teams or functions, and which development priorities need attention first.
Measure each competency separately against the level the role requires, so you can see exactly where the gap sits instead of relying on one overall score.
Assess employees in one structured cycle and identify development needs at the individual level, without relying only on manager nominations or team-wide assumptions.
Rank capability gaps by their importance to the role and business outcomes, so L&D teams know which development needs require attention first.
Gaps are shown on a colour-coded grid by competency, role and location, so you can see which function or region needs attention first.
When the same competency gap appears across multiple employees, create a common development intervention while still retaining individual-level visibility.
Direct learning efforts towards measured capability gaps, so development is more relevant, progress is easier to track, and the impact of training can be demonstrated more clearly.
Connect each identified gap to the right learning intervention, whether it is a formal training, manager coaching, guided practice or on-the-job learning.
Use assessment results to identify who needs development, in which competencies and at what level, giving L&D a clear foundation for building the training calendar.
Push training insights directly into your learning plans or systems—without duplication.
A training needs assessment compares what employees can do now with what their job needs. It measures functional knowledge, aptitude, communication and behaviour against the standard each level is held to, then produces the list of gaps that training has to close, for one person, a team or the whole organisation.
Step 1: Define the Talent Objective:
Identify what the organisation wants to improve and which roles, functions or employee groups the assessment will cover.
Step 2: Map the Target Competencies:
Define the competencies that matter for each role and set the proficiency level employees are expected to meet, using your existing competency framework.
Step 3: Customise the Right Assessment:
Build the assessment from functional tests, aptitude tests, behavioural profiling and communication exercises, with the combination set by the level.
Step 4: AI Proctored Assessment Platform:
Deliver every test online under ProctorVision, so each score is tied to the employee who sat it.
Step 5: Observe Real Behaviour:
Assess how employees apply their capabilities in role-relevant situations using methods suited to the competencies being measured.
Step 6: Measure Capability and Potential:
Score each competency separately against the required level, and measure how far a person can still develop, so strengths stay visible next to the gaps.
Step 7: Consolidated Talent Reports:
Bring the results together in ReportCard by person, team, function and location, so the gaps are visible at every level.
Step 8: Recommend Development Actions:
Turn each result into a single set of actions, so a manager receives a specific list for everyone on the team.
Step 9: Guide the Development Journey:
Show each employee the gaps the training will close, and keep their progress visible as they work through each one.
Step 10: Reassess and Track Progress:
Reassess those competencies once the training is done, and keep the scores from each cycle so movement can be tracked over time.
Identification accuracy is what the rest of the year runs on. When the gap is measured correctly, the training plan is finished faster, the budget goes to employees whose scores sit below the required level, and they score higher when the same competencies are tested again. The figures below put a number against each:
(Figures based on aggregated client outcomes across AssessHub’s training needs assessment deployments, using pre and post assessment data across 100+ client accounts from 2015 to 2026)
Pinpoint capability gaps before assigning training
AssessHub compares role-specific results with competency benchmarks, showing L&D teams which skills need attention, which employees need support, and where to focus first.
Focus training on measured skill needs
Identify the capabilities each group needs before designing programmes, so learning content addresses gaps instead of assumptions.
Measure capability before the learning programme begins
Pre-training assessments establish individual and team baselines, making later progress measurable against relevant role expectations.
Spend fewer hours compiling training needs manually
Bring assessment results and manager input into one view, reducing spreadsheet work and repeated follow-ups across teams.
Make training priorities personal and role relevant
Employees see which skills matter for their roles and how recommended learning connects to specific individual growth goals.
See gaps across every team
Compare role benchmarks, assessed gaps, and learning priorities across multiple teams.
Map needs across roles and levels
Tailor competency frameworks for frontline, specialist, manager, and leadership roles without flattening their differences.
Move insights into existing learning workflows
Share assessed needs with learning systems so teams can build plans without re-entering data.
AssessHub helps L&D move from assessment data to clear development priorities in one connected process. A single training needs assessment can identify which employees fall below the required standard, show managers where capability gaps sit across their teams, and give L&D the evidence needed to build targeted development plans.
A training needs assessment measures employees against the competencies their role and level require. Each competency is scored separately, so L&D can see where a gap exists, how large it is, and which development need should be addressed.
Assess how clearly a person explains something in writing and in conversation, how well they listen, and how much they adjust for the person in front of them.
Measure how someone organises information, spots what is actually wrong, and evaluates more than one option before settling on a course of action.
Evaluate how work is planned and sequenced, and how competing demands are handled when there is less time available than the work requires.
Assess whether someone understands what a customer actually needs, stays steady through a complaint, and protects the company's interest while keeping the customer.
Check what someone actually knows about the products, processes and systems their role runs on.
Evaluate how quickly a person takes on something new and puts it to use, which shapes how much any training will return.
As a bank, we always have to hire the right sales people in huge volumes and at great speed.
Using AssessHub’s platform we were able to screen, assess and offer over 5000 candidates with zero recruiter involvement.
Considering our strict quality parameters and the stiff timelines, this is a BIG Win for us.
Happy Customers
Counrties Served
Assessments Delivered
Roles Assessed
A low score tells you that a gap exists. It does not tell you whether the cause is knowledge, judgement, communication or behaviour and each one of them requires a different development response. AssessHub builds the blueprint from the competency framework you already use, measures each competency through more than one tool, and brings platform scores and assessor observations into one report, so the gap is named precisely enough to buy the right programme against it.
