Which action should be done to assess training needs?

Question

Options

• AAsk mangers if their employees need new skills.
• BLook at prior problem tickets.
• CConduct interviews with people who represent major user roles.
• DIdentify where the system is most confusing to use.

• A
  15% (4)
• B
  7% (2)
• C
  74% (20)
• D
  4% (1)

Explanation

Conducting interviews with people who represent major user roles (C) is the gold-standard method for a training needs assessment because it gathers firsthand insight into actual skill gaps, workflows, and pain points directly from the people who will be trained - giving you actionable, role-specific data.

Why the distractors fall short:

• A - Asking managers introduces a layer of assumption; managers may not accurately know what their employees struggle with day-to-day.
• B - Prior problem tickets reveal past issues but don't systematically surface skill gaps or unmet learning needs across user populations.
• D - Identifying confusing parts of a system is a UX/usability activity, not a training needs assessment; it focuses on the tool, not the learner.

Memory tip: Think of "assess training needs" as requiring voices from the field - you need to talk to actual users in their roles, not observe logs or ask intermediaries. The word "interviews" + "user roles" signals a structured, human-centered discovery process, which is the hallmark of needs assessment methodology.

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