How Do I Conduct a Gap Analysis for Behavioral Training in Pharma? Seeking Advice!

I am working as an intern in a pharma company and have been assigned a project of conducting a training needs analysis for the behavioral training of medical representatives. According to the company's format, a questionnaire has been designed and filled out by the employees. So, what should be my next step? How can I conduct the gap analysis and recommend behavioral training?

Thank you.

As we are not privy to the design of the questionnaire, it is difficult to guide you. Does the questionnaire design elicit information on what factors employees feel they lack in doing their job effectively and the importance of those factors? If you can attach a copy of the questionnaire or give examples of a few questions, it will help us to guide you. Also, kindly let us know how many responses you have obtained.

There is a performance form which includes competencies such as strong customer partnership, passion for sales, eagerness to learn, etc., along with related questions to these competencies. This form has already been filled out by the representatives. Now, when I receive the completed forms, how can I identify behavioral gaps? Is there any tool available to measure this?

Sample Questions for Behavioral Training

Strong Customer Partnership:
- Level of interactivity, attempts to build rapport
- Ensure regular visits as per plan
- Exhibits sequential probing skills aimed at uncovering unstated needs and providing solutions
- Acts as a consultant among peers and customers with respect to disease management

Passion for Sales:
- Clearly deliver key messages as per SMART plan, self-driven
- Encourages customer feedback, works on stretched goals
- Routinely gains wholehearted commitment through interactive dialogue

Eagerness to Learn:
- Exhibits basic knowledge, works on identified coaching priorities
- Updated on recent data, active involvement in coaching dialogue
- Shows keen inclination to learn and share
- Self-driven towards self-development

Correlating with Behavioral Needs

How will I correlate it with behavioral needs? What will be the process to follow?

Kindly see the attachment and guide me accordingly. How will I know what kind of behavior training the employees require?

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Regards

You have received the questionnaire filled out by the medical representative. However, the best way to determine the Training Needs Identification (TNI) is to have the questionnaire completed by their supervisors. Afterward, collate the data and compare both questionnaires to identify any gaps in terms of skills, knowledge, etc., for each medical representative. Then, decide on the training needs for each medical representative.

Regards,
Anil Khot

I had a look at your Excel table. If that's all that you have collected, there isn't much to do. You should have asked the respondents how important those aspects were to carry out their work productively. Also, as suggested by Anil Khot, you should ask their managers.

Questionnaire Evaluation and Training Needs Analysis

I think the questionnaire is very basic in nature and is not of much use when planning any intervention, whether it be Behavioral or Sales. You need to understand the nature of their work, look at their current performance, speak to their Reporting Managers, even Second Line Managers (in most companies, they are called R.S.M.s), look at their past performance, understand the products they are selling, their product knowledge, and the kind of competition in the marketplace.

You should also consider what kind of strategy your organization follows, understand their interpersonal relationships within the team, understand the territory they are working in, and the experience they bring. Take the example of Mr. Shyam Sundar; on all parameters, he is at an advanced stage. So, why does your organization want to put him in behavioral training? According to the data, he should be a star performer, and generally, individuals like him are not put into behavioral training unless they are being groomed for a leadership position, which is not clarified by the questionnaire.

Designing a Behavioral Training Module

"Design a Behavioral Training Module for these people" is a statement. I suggest you should ask "WHY"? Find out why, and I believe your job would become easier.

Regards,
Tarun Salwan

Hello everybody, kindly see the attachment, which is an Excel spreadsheet (Sheet 4) consisting of all related information, and suggest to me what kind of behavioral training can be implemented.

Regards

Please suggest a behavior training based on the information provided in the attachment (sheet 4).

As I suggested in my previous post, please conduct a content analysis. Code similar items, and then you will find what sort of training is needed by whom.

Dear Sripriya, If you go through sheet no. 4, you will find a number of statements echoing the same meaning and need. Your people require coaching and mentoring, teamwork, analytical skills, communication skills, sales skills (probing skills more), leadership and proactive skills, planning, and execution skills. These might serve as a reference point, but my question remains the same as in my earlier post: why do they need all these skills? What are the basis of these findings?

Regards,
Tarun Salwan