Employee lifecycle
Training needs analysis questionnaire
- 14 questions
- about 3 min
- 6 dimensions
- Anonymous, results from 5 answers
- EN · HU · DE
A training needs analysis asks employees what they actually need to learn, instead of planning next year's training from the catalogue. This questionnaire covers how relevant and good current training is, whether people can apply it at work, and which skills they will need next.
14 questions in 6 areas, about 3 minutes, with two open questions on the one skill that would help most and the training people miss. After a single course, copy it and keep only relevance, quality and application as a short post-training evaluation.
Request access and a quoteCompany sign-in
When to use it
Plan next year’s training; after a single course, copy it and keep only relevance, quality and application.
What it measures
The questions are grouped into 6 dimensions. The results dashboard shows a score for each of them.
- Relevance of training
- Quality of training
- Applying it at work
- Skills for what is ahead
- Preferred ways of learning
- Satisfaction with learning opportunities
Sample questions
6 of the 14 questions, in their original Y2Y wording. In the platform you can remove, edit or add questions before you send the survey.
- The training I received in the past year was related to my job.1-5, disagree to agree
- The training sessions I attended were of good quality.1-5, disagree to agree
- I can apply what I learn in my day-to-day work.1-5, disagree to agree
- I have the skills my work will require in the coming year.1-5, disagree to agree
- I learn well from short online modules.1-5, disagree to agree
- Which one skill would help you most in your work if you developed it now?Open answer
Original Y2Y questions. Practical survey questions written by Y2Y for organisations. They are not a psychometric or clinical test.
Anonymity
Answers are anonymous. Nobody, including the company, sees an individual response: results appear only for groups, and only once at least 5 people have answered. A breakdown (for example by department or site) appears only for groups that reach 5 answers on their own.
Run it with your team
Your Assessor sends the survey as an anonymous campaign: invitation links by e-mail, a live results dashboard with breakdowns, CSV export. Ready-made questionnaires come with a company account; tell us your headcount and we send access and a quote.
Related questionnaires
- Onboarding survey (30 and 90 days)
Ask new joiners after 30 or 90 days; keep it open for several months so that 5 answers come together.
- Exit survey questionnaire
For people who are leaving; collect answers over a quarter and read them without a breakdown, as numbers are small.
- Manager effectiveness survey (upward feedback)
Upward feedback for managers: break results down by manager (each shown from 5 answers); involve a works council first.