6 Tips To Make Your TNA Effective and Meaningful

Wrong training applied is one of the most expensive activity an organizations may ever incur. Organizations in Pakistan may either have conducted their Training Need Analysis (TNA) or are in the process of conducting TNA. I wanted to share the importance of TNA from a trainer’s perspective and wanted to highlight key factors that will enable trainers to design better training solutions.

1)?????Link it to organization vision, mission and business strategy.

The purpose of training is to build capacity of existing employees so that they are skilled and empowered to achieve organization goals and ultimate vision. TNA that are conducted considering organization’s vision and long-term plan are more thorough, clear and targeted. ?

?

2)?????Involve all relevant stakeholders not just reporting managers.

Often TNA forms or TNA interview are conducted with the reporting managers and subordinates are not involved in the process. Subordinates have a better understanding of their training needs and often have solutions that can be addressed without training thus saving millions of rupees for an organization.

?

3)?????Identification of skill gaps and competency level.

An ideal TNA document should be able to identify skill gaps based on competency matrix. From a trainer’s perspective when the gaps are identified, we can design solutions that can be relatable, practical and easy to apply.

?

4)?????Exploring solutions apart from training.

Training is the easiest solution to all organizational development problems, but often the question organizations should be asking – is it the only solution? Often many problems in our daily routine can be solved by communication, mentorship and guidance so it is worthwhile for organization to explore solutions apart from training.

?

5)?????Calculate return on training investment (ROTI) or highlight factors against which performance shall be measured post-training.

Training is an investment if it gets measured, otherwise it is an expense.?Training managers needs to highlight factors against which the post-training performance can be measure or key performance indicators (KPI). Another way to measure ROTI is by benchmarking performance before training and comparing it with the performance after training.

?

6)?????Finalize and summarize the document well.

The final document is the sum of all acquired information, structured in an easy to read and understand manner for all stakeholder mainly training organizations to understand. The clearer it is the most effective solutions can be presented.?

About The Author:

Tanzeel is CEO of Meaningful Lives, who is a seasoned trainer and coach with focus on behavioral and physical transformation through soft skills and fitness training. He has over 5 years of experience in training & transforming lives in Australia and since 3 years enabling people and organizations, in Pakistan, to perform at higher level. Tanzeel has the professional work experience with the top global organizations including “HUDSON GLOBAL RESOURCE”. He has also trained candidates appearing for “VICTORIAN POLICE TEST” and high performing corporate professionals in Australia. He completed his MBA from CQ University (Australia) in International Business and an ACCA Affiliate. He is a Certified Public Speaker from California Institute of Behavioral Neurosciences & Psychology and a Certified Professional Trainer from IAPPD, UK. Tanzeel also teaches Leadership courses to MBA students. Tanzeel is also a Certified Fitness Trainer fromAustralian College of Sports and Fitness and Certified Boxing Trainer from Punchfit Australia.