Besides determining whether a specific training or development program is appropriate for an individual employee, there are two key outcomes from a training needs analysis. First, it allows for the creation of learning objectives. Second, an understanding of why training is not appropriate, which may also identify alternative actions to address performance issues.

While correctly diagnosing a need to provide training or development is important, organizations also want to be sure that their employees are learning and then utilizing the right content. Learning objectives represent the specific instructional goals for areas identified during the needs analysis. And, they ensure that the content of the training covers all the necessary material.

Evaluation materials can be developed to ensure that trainees are learning the material as well as successfully utilizing what they have learned back at work. Learning objectives improve the effectiveness of training and development. It is important to recognize that providing training or development may not always be the right thing to do.

An organization should not provide a specific training or development program if it is not right for the organization, for the job, or for the employee. Organizations have different strategic orientations, and some organization may be less inclined to provide its employees with certain types of training or development opportunities. So, unless the training or development is somehow required or focused on reducing liability, the organization is more likely to determine that it should not be provided.