Purpose: Although conducting a needs assessment has been accepted as the first step in solving performance problems, many human resource development (HRD) and training professionals find it still difficult to conduct an effective and efficient needs assessment. The primary reasons are the lack of a guiding model based on empirical evidence and the pressing need for a cost-effective approach. To resolve these issues, this paper aims to explore ways to conduct a needs assessment and propose an evidence-based needs assessment model. Design/methodology/approach: Followed the guidelines provided by Richey and Klein (2007), a design and development research was conducted. From the in-depth interviews with participants, the author proposed a more rapid model of needs assessment. Findings: The salient features of the rapid needs assessment model are utilizing hypothetical interventions at an earlier stage in the process and gaining a commitment from the client across the entire process. Due to the exploratory nature of the present study, the rapid needs assessment model calls for further investigation in terms of strengths and weaknesses, and validation through multiple-case studies. Originality/value: Three significant features of the rapid needs assessment model are different from the existing needs assessment models--developing initial hypothetical interventions, engaging in an interactive and cyclical process and including the client in the whole process. The proposed model can also be used to guide HRD professionals which lays out the process and activities of needs assessment especially when the project due date is imminent, when performance problems should be addressed quickly or when the client requires results or at least the blueprint at an earlier phase.