The Big Picture of Training Needs Analysis

Agenda What is TNA? 6 benefits of TNA TNA at 3 levels 6 steps to conduct TNA Methods to conduct TNA Sample questionnaire/format for TNA Summary

Training Needs Analysis (TNA)

o Is the process of identifying training needs o It aims to improve employee performance

Importance of TNAo Employee competencies help achieve business goalso Knowledge, Skills, and Abilities (KSAs) give a competitive

edgeo Training without proper Needs Analysis

- Won’t yield the desired results - Will waste training budgets

Flow of Training Needs Analysis

Poor Business Results Performanc

e Gap

Competency Issues

Training Needs

Six Benefits of TNA1. Helps identify performance gaps 2. Aligns training with organizational

objectives3. Determines the ‘Where’, ‘What’, and ‘Who’

factors of training

Six Benefits of TNA4. Provides a benchmark for training

evaluation

5. Reduces the risk of training failure6. Helps manage training budgets effectively

Specific AttainableMeasurable

Reasonable

Achievable Timely

Training Needs Analysis at 3 Levels

Organizational Analysis – TNA at the organizational level. Ex: SWOT Analysis

Task Analysis – Tasks to be performed on the job are analyzed; Knowledge, Skills, and Abilities needed to do those tasks are also analyzed

Individual Analysis – Who needs to be trained and what training is needed

Organizational

Task

Individual

Six Simple Steps to Conduct TNA3. Evaluate desired competencies – Make a list of the expected and trainable competencies

Six Simple Steps to Conduct TNA6. Consider the costs – For a specific training method & the extent of performance gaps addressed

Methods to Conduct TNASurveys – Conduct surveys or polls with sufficient sample size or include all employees

Observations – Watch the work of employees to identify performance gaps

Interviews – Collect data on performance gaps from each employee/groups of employees

Methods to Conduct TNACustomer Feedback – Provides valuable insights on performance gapsPerformance Appraisals – Find out individual training needsTests – Know training needs at an individual level or across the organizationAssessment Centers – Used for management development

Methods to Conduct TNAFocus Groups – On a specific issue, goal, task, or theme

Document Reviews – Collect data using organizational charts, planning documents, policy manuals, audits, etc. Advisory Committees – Gather data from consultants

TNA Questionnaire1. What is the business issue you want to solve

through training? 2. What are the performance issues of your

employees?3. What are the behaviors you want to change?

TNA Questionnaire4. What is your training goal?5. Who are your target audience (employees,

contractors, distributors, retailers, or others)?

6. Do you have any legacy material or documents related to the training?

TNA Questionnaire7. How do you want to deliver your training

(ILT, online learning, blended learning, on-the-job, mobile learning, game-based learning, microlearning, video-based learning, or any other format)?

8. Is it for a regulatory or compliance requirement?

9. In how many languages do you need courses?

SummaryTraining Needs Analysis helps identify the training needs in your organization to improve the performance of employees through relevant training. Capture training needs using the TNA questionnaire.