A SWOT analysis is an analysis of Strengths, Weaknesses, Opportunities and Threats. It is used in business to determine where the company resources need to be applied. It also helps in understanding how and when to plan for change. Conducting a SWOT analysis for employee performance will help the company identify the training and development needs required to compete with or get ahead of the competition.

A SWOT analysis for employee training and development will also be instrumental in deciding where the budget dollars need to be spent.

1. Review all Employee Performance Assessments

Gather all employee performance assessments and review them. List any obvious skills gaps noted on the assessment forms and developmental plans presently active. Prepare a list of all previous training programs that employees have received to avoid duplication.

2. Develop an Employee SWOT Analysis Template

Develop a SWOT analysis matrix by using a four-square figure. Label the upper left square as Strengths, the lower left square as Threats, the upper right square as Weaknesses and the lower right square as Opportunities. Compile a list pertaining to these four areas that describes the delivery of your company's products and services, starting with Strengths. This will give you an idea of how well your company is doing.

3. Meet with Department Supervisors and Managers

Meet with all department supervisors and managers to discuss each of their employees. Most SWOT groups find it easier to begin with strengths since these are the areas that the employees do well. They will be listed on the matrix as strengths and will not be a priority for training needs.

4. Compare Employee Assessments

Move into weaknesses for improvement and training. Compare each employee's assessment, including supervisor feedback, with the SWOT analysis on delivery of the products and services of the company. Comparisons will provide a picture of whose performance is not up to standards and in what areas. The weaknesses will be a priority for training needs.

5. Consider Each Employee's Status

Analyze the threats by considering each employee's present status. Are there any that are close to being terminated? Are there any new employees that are not quite up to standard due to a learning curve? What is the hiring market like in the geographic area and what is the competition doing that is new and creative?

6. Align Opportunities with Weaknesses and Threats

Work into the opportunities and align them with the weaknesses and threats. If there is a lay-off coming from a competitor, consider contacting the employees that will be involved. If there are new training or software programs available that can enhance the performance of the company, consider them. If it would be beneficial to do some job enhancement or enrichment, it may be the right time.

Things You Will Need
  • Performance assessments of all employees

  • List of all previous training programs conducted

  • A SWOT analysis matrix

  • Documentation and analysis of findings


Honesty about employee performance is the best policy.

Job rotation, enhancement and enrichment programs help to retain good employees.

Brainstorming sessions for new creative ideas can be beneficial.


Avoid using the SWOT analysis to place blame on others.