- I do not believe in a survey approach to TNA. It is subjective and the feedback is a collections of personal opinions.
- An objective approach to identify training needs would be performance gap approach. Through benchmarkings the critical performance gaps of a company are identified.
- From the gaps, conduct root cause analysis. Most performance problems could be caused due to lack of motivation, resources, communication or authority.
- Here, non-training solutions should be applied.
- If lack of performance is due to lack of competency, training interventions maybe necesssary.
- How do you know there is a competency gaps? If the solutions to a performance problems is caused by not using the industry best practices.
- Conduct a competency profile of the relevant job holder. Compare the relevant skills with that of the industry competency standards. The competency gaps are the training needs.
- Skills could be upgraded by mere self taught or personal coaching.
- Please remember that training is just a copy and paste activities. A competent worker should be able to produce the standard performance.
- With training there should be a gain or improvement in performance. To justify the training, a cost benefits analysis could be conducted.
