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What are the common pitfalls and mistakes to avoid when conducting TNA and training evaluation?

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Training needs analysis (TNA) and training evaluation are essential processes for designing and delivering effective learning interventions. However, they are not always done well or consistently, and can result in wasted resources, poor outcomes, and frustrated learners. In this article, we will explore some of the common pitfalls and mistakes to avoid when conducting TNA and training evaluation, and how to overcome them.

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Travis Ouchi

Learning and Development Lead at Silvera for Seniors
Edwin C Crisp

Mechanical handling equipment trainer & assessor + apprentice automotive engineering training
Piyush Sharma

Human Resources Management ? Team Management ? 13+ Yrs Exp ? Learning Management Systems (LMS) ? Quality Assurance ?…

1 Lack of alignment

One of the most common pitfalls in TNA and training evaluation is the lack of alignment between the training objectives, the business goals, and the learner needs. Without a clear and shared understanding of what the training is supposed to achieve, how it will support the organizational strategy, and how it will meet the expectations and preferences of the learners, the training can become irrelevant, ineffective, or counterproductive. To avoid this pitfall, you should conduct a thorough analysis of the performance gap, the root causes, the stakeholder requirements, and the learning context before designing or selecting the training solution. You should also align the evaluation criteria and methods with the training objectives and the business goals, and use them to measure the impact and value of the training.

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Edwin C Crisp

Mechanical handling equipment trainer & assessor + apprentice automotive engineering training
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no matter how good the trainer & or the training is once off site or the trainee is back at work team leaders ,supervisors have one goal, to meet K P I requirments until H S E has a metric that can be used to guide time frames for loading /unloading etc human demands will contradic safe standards that have been trained

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2 Poor data collection

Another common pitfall in TNA and training evaluation is the poor data collection, which can compromise the validity, reliability, and usefulness of the results. Poor data collection can occur due to various reasons, such as using inappropriate or biased sources, methods, or tools, collecting insufficient or irrelevant data, or ignoring or misinterpreting the data. To avoid this pitfall, you should plan and conduct the data collection carefully, using a variety of sources, methods, and tools that are suitable for the purpose, scope, and level of the TNA or evaluation. You should also collect enough data to support your conclusions and recommendations, and analyze and interpret the data objectively and accurately.

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Travis Ouchi

Learning and Development Lead at Silvera for Seniors
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Often, a needs analysis is too narrow. For example, if trying to determine the training needs for a supervisor band, simply surveying the supervisors for their pain points is insufficient. While that step is prudent and necessary, it is equally important to conduct a 360 degree evaluation. You often find the senior management and executive levels will have a different perspective. And strong leaders should respect and value the input from their direct reports. Can other partners, such as long-standing vendors or clients, offer insightful feedback as well?

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3 Insufficient communication

A third common pitfall in TNA and training evaluation is the insufficient communication, which can lead to misunderstandings, resistance, or missed opportunities. Insufficient communication can occur due to various reasons, such as not involving or informing the relevant stakeholders, not communicating the purpose, process, or results of the TNA or evaluation clearly or timely, or not soliciting or incorporating feedback or suggestions. To avoid this pitfall, you should communicate effectively and frequently with all the stakeholders involved in or affected by the TNA or evaluation, such as the managers, the learners, the trainers, the sponsors, and the customers. You should also communicate the purpose, process, and results of the TNA or evaluation in a clear, concise, and compelling way, and seek and act on feedback or suggestions to improve the quality and relevance of the training.

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Piyush Sharma

Human Resources Management ? Team Management ? 13+ Yrs Exp ? Learning Management Systems (LMS) ? Quality Assurance ? E-Learning Content Development
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How to communicate effectively about TNA and training evaluation: When conducting a TNA: Communicate the purpose of the TNA to stakeholders and explain how their input will be used. Share the results of the TNA with stakeholders and explain how the findings will be used to inform the design and delivery of training. When evaluating training: Communicate the purpose of the evaluation to stakeholders and explain how their input will be used. Share the results of the evaluation with stakeholders and how the findings will be used to improve the training. By communicating effectively and frequently with all stakeholders, you can avoid the pitfall of insufficient communication in TNA and training evaluation.

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4 Lack of follow-up

A fourth common pitfall in TNA and training evaluation is the lack of follow-up, which can undermine the sustainability and transferability of the learning outcomes. Lack of follow-up can occur due to various reasons, such as not providing or supporting post-training reinforcement, not monitoring or evaluating the long-term impact or return on investment of the training, or not reviewing or updating the training based on the changing needs or conditions. To avoid this pitfall, you should provide and support post-training reinforcement, such as coaching, mentoring, feedback, or refresher sessions, to help the learners apply and retain what they learned. You should also monitor and evaluate the long-term impact or return on investment of the training, using quantitative and qualitative indicators, and review and update the training based on the changing needs or conditions.

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5 Unrealistic expectations

A fifth common pitfall in TNA and training evaluation is the unrealistic expectations, which can result in disappointment, frustration, or demotivation. Unrealistic expectations can occur due to various reasons, such as overestimating or underestimating the potential or limitations of the training, not considering the external or internal factors that may affect the learning outcomes, or not managing or aligning the expectations of the different stakeholders. To avoid this pitfall, you should set realistic and achievable expectations for the training, based on a realistic assessment of the performance gap, the root causes, the learning objectives, and the available resources. You should also consider the external or internal factors that may affect the learning outcomes, such as the organizational culture, the learner motivation, or the market conditions, and manage and align the expectations of the different stakeholders, such as the managers, the learners, or the customers.

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6 No continuous improvement

A sixth common pitfall in TNA and training evaluation is the no continuous improvement, which can prevent the training from adapting to the changing needs or conditions. No continuous improvement can occur due to various reasons, such as not using or sharing the results of the TNA or evaluation, not learning from the successes or failures of the training, or not implementing or sustaining the changes or improvements. To avoid this pitfall, you should use and share the results of the TNA or evaluation to inform and improve the design and delivery of the training. You should also learn from the successes or failures of the training, and identify and implement the best practices or lessons learned. You should also implement and sustain the changes or improvements, and monitor and evaluate their effectiveness and impact.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the common pitfalls and mistakes to avoid when conducting TNA and training evaluation?

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1 Lack of alignment

2 Poor data collection

3 Insufficient communication

4 Lack of follow-up

5 Unrealistic expectations

6 No continuous improvement

7 Here’s what else to consider

Training Needs Analysis

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