Case Scenario:
You have just been hired as the "training department of one" for Go Live Systems, Inc. Go Live is a small company that is poised to grow quickly over the next six months. They have just patented an application that will greatly improve usability and compatibility of the two largest ERP (enterprise resource planning) systems. They are forming partnerships with the two larger companies, and making sales and license renewal calls together.
Go Live needs to hire at least 10 consultant/programmers, people who can work with the ERP vendors and clients to determine needs, tailor the application, and train the clients on how to use the enhancements. In other words, Go Live needs people with both technical and interpersonal skills. Go Live's CEO, Jane Smith, has directed you to "hire the best people you can and train them to do what we need them to do".
In working with an external recruiter, you realize that it will be difficult to hire people with both excellent technical skills and interpersonal skills. Therefore, you decide to start from scratch - with the business strategy - and work your way through hiring and training from there.
Develop a Needs Analysis document that is focused on bridging the gap between new hire skills and the skills needed to perform the job successfully. List your assumptions of the new hires' current skill levels, then your assessment of their skill and knowledge gaps.