Identification of Training Needs: Include the following in your conclusion:
Perform Performance Analysis: If training has been identified due to a performance problem (errors at work, etc.), conduct an analysis to confirm whether a training remedy can resolve the skill deficiency. If not, suggest other strategies that management can use to solve the problem without training (i.e., improving communication on what is expected of employees).
Identify Insufficient Knowledge or Skills: List specific knowledge or skills that are deficient (lack of knowledge of products, lack of skills in operating specific software, etc.).
Identify the Business Need: Summarize the business need impacted by the identified knowledge or skill deficiency.
Identify Cultural or Ethical Considerations: Discuss considerations to be kept in mind when designing the training course.
Justification for the Training: Provide your justification for training as the solution to the identified performance problem or skill deficiency:
What were the indicators or facts that identify the existence of the issue?
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