As an instructional designer, it’s common for clients to approach you with a list of topics they want to convert into eLearning courses or existing trainings they want to modernize. But before diving into development, it’s crucial to ask a fundamental question: What should be the outcome of this training?
Without a clear outcome, there’s no way to measure the impact or success of the training. In fact, ineffective training wastes time and resources. Here’s how you can approach analysis in 2025 to deliver better, outcome-driven learning experiences.
#1 Understand the Expanded Role of Analysis
In the past, instructional designers often conflated needs assessment with needs analysis, leading to incomplete solutions. Today, it’s clearer than ever that:
Needs assessment identifies performance gaps (what is missing).
Needs analysis digs deeper to find the root cause (why the gap exists).
For example, recognizing that project management is an issue isn’t enough—you must identify whether the gap is due to lack of tools, poor role fit, inadequate skills, or insufficient motivation.
Here’s where the Performance Analysis Quadrant (PAQ) becomes invaluable.
The Performance Analysis Quadrant (PAQ): A Practical Guide
When faced with a performance problem, ask yourself:
Does the employee have adequate job knowledge? (Rate from 1 to 10)
Does the employee have the proper attitude to perform the job? (Rate from 1 to 10)
Based on these ratings, place the employee into one of the following quadrants:
Quadrant I: High Knowledge, High Attitude – Resource Issue
These employees are knowledgeable and motivated, yet still underperforming. The likely cause? Resource constraints. Ensure they have the right tools, systems, and support.
Quadrant II: High Knowledge, Low Attitude – Motivation Issue
While they know how to do the job, they lack enthusiasm or engagement. Focus on motivation strategies, such as recognizing achievements, providing career growth opportunities, and linking tasks to organizational purpose.
Quadrant III: Low Knowledge, High Attitude – Training Need
Motivated employees who lack the necessary skills need targeted training and development. Design clear, outcome-based training programs that address specific skill gaps.
Quadrant IV: Low Knowledge, Low Attitude – Selection Issue
These employees may not be suited for their roles. Consider reassigning them to better-fitting roles or providing performance coaching. In some cases, replacement might be necessary.
#2 Integrate AI into Analysis
In 2025, AI tools are revolutionizing how we approach instructional design by streamlining analysis processes:
Needs Assessment & Analysis: AI-driven platforms can automatically collect and analyze performance data, highlighting gaps and suggesting probable causes. This allows instructional designers to focus on high-impact interventions.
Personalized Learning Paths: AI can recommend tailored learning paths for employees based on quadrant placement, ensuring that each learner receives the right support at the right time.
Predictive Insights: Advanced analytics powered by AI can predict future performance trends, helping organizations proactively address potential gaps before they become critical.
#3 Begin with the End in Mind
Once you’ve identified the root causes of performance issues, it’s time to define clear instructional goals. This step helps eliminate unnecessary content and activities, ensuring every part of the training serves a specific purpose.
In 2025, best practices dictate starting with objectives, aligning instructional design to meet those objectives, and measuring success through real-world performance improvements—not just completion rates or participant feedback.
#4 Adopt a Blended Learning Strategy
A one-size-fits-all approach to training rarely works. Instead, combine multiple modalities to address performance issues comprehensively:
eLearning for foundational knowledge
Mentoring and on-the-job training for skill application
Job aids for quick, on-the-spot reference
Remember, the right blend depends on the performance analysis findings. For example, if Quadrant III employees need more hands-on practice, prioritize in-person or virtual mentoring over standalone eLearning.
Conclusion: Analysis as the Cornerstone of Effective Training
The emphasis on data-driven decisions and AI-enhanced solutions in instructional design has made performance analysis more critical than ever. By incorporating tools like the Performance Analysis Quadrant and leveraging AI-driven insights, instructional designers can develop impactful, measurable training programs that truly improve performance.
Remember, skipping analysis is like navigating without a map—you might eventually reach your destination, but it will take longer and cost more.
