g this week, we're learning how to assess training needs, establish training goals, and evaluate the success of training activities. the training design process begins with a needs assessment to answer three questions. which new skills should be taught and why? (task analysis) which employees have the need, motivation, and ability to learn those new skills? (person analysis) can the new skills be taught effectively, and will they be used? (organizational analysis) as we're learning, employee training can be a viable solution to close skill gaps, increase motivation, and communicate changes in organizational strategy. for example, during the last few years, many organizations have delivered training about environmental sustainability, social justice issues, and dei in the workplace. unfortunately, even with the best intentions, some of those training efforts failed to accomplish their intended outcomes.