Training Needs Analysis TNA

Training Needs Analysis (TNA) is the process that you engage in to discover the training and development needs of people so that they can carry out their job effectively and efficiently, and also to continue to grow and develop their careers. If carried out effectively, TNA will have many positive effects for the organisation, teams and individuals, as the training which follows as a result of the TNA should be relevant and meet their needs.

A TNA considers:
business needs
effectiveness
cost
training method
current competencies

WHY conduct a TNA ?

1. TNA works to clarify training needs
2. need to determine what and who needs to be trained
3. EFFECTIVE TRAINING PROGRAMS correctly identify and match training needs
4. a TNA ensures training is targeting the correct competencies, the correct employees and matching the business need.
5. A poorly designed TNA can lead to training that:

-matching the wrong competencies
-train the wrong people
-use the wrong training methods

what questions you have to ask your self to make a TNA ?

• What training is needed and why?
• Where is training needed?
• Who needs training?
• How will training be provided?
• How much will training cost?
• What will be the impact on business?
• How to Conduct a Training Needs Analysis?

HOW to make a TNA?
Conduct a training needs analysis in 8 steps

Step 1: Determine Desired Outcomes

• Clarify goal of the training and expected business outcomes
• Training goal should correspond to a business objective.

Examples of training goals:

-Improve customer service satisfaction ratings
-Decrease the time it takes to complete service delivery
-Improve employee morale through better supervision by management
-Improve the speed at which orders are filled

Step 2: Link Desired Outcomes With Employee Behavior

• Identify the competencies (behaviors, skills, qualities and knowledge) that are linked to desired outcome.
• Collect information and data from subject matter experts to determine which competencies are critical to achieving the outcomes.
• What skills does one need to achieve this goal?
• What information is necessary to meet this objective?
• Which behavior is critical to completing this task?

Step 3: Identify Trainable Competencies

• Evaluate the critical competencies and determine if they are:
• Abilities one should possess prior to job entry
• Abilities that can be leaned on the job
• List of critical competencies that are either elements that should be considered in hiring practices or competencies that are amenable to training.

Step 4: Evaluate Competencies and Determine Performance Gaps

• Evaluate current competencies and identify where there are gaps between current ability and desired ability

        - To evaluate current competency level use:

Performance evaluations
Tests
Surveys
Self assessments
Interviews
Customer feedback

Step 5: Prioritize Training Needs

• Identify the percentage of employees who need training on the competencies.
• Consider the importance of the competencies to the business objectives .
• Together, the need and the importance will allow you to identify training priorities.

Step 6: Determine How to Conduct Training

• Consider adult learning theory and best practices in training on the particular competencies.
• Training methods can range from:

*On the job training (OJT)
*Mentoring and coaching;
*Classroom / lecture
*Web-based / e-learning
*Reading / books
*Conferences
*Academic programs

Step 7: Conduct a Cost Benefit Analysis

• Consider the costs associated with the training methods, the extent to which the training will address the performance gap, and the impact on business
• Cost factors include:

-Training time
-Content development time (if designed in-house)
-Training provider evaluation (if purchased from vendor)
-Training content delivery method
-Lost productivity from time spent in training
-Travel and logistical expenses

Step 8: Planning for Training Evaluation

• Training is only effective if the information is retained and applied on the job. Evaluation of training is critical
• Questions to consider in evaluation include:

How much did the training improve the competencies?
How did the training improve employees’ job performance?
How did the training support meeting of business objectives?

with these 8 steps you can make a good and effective training program which can make different to the corporate business and achieving their objectives.

In small corporates, startups,  student activities and NGO-s 

it will be easier you can identify their needs and their performance gaps and what they should learn and know to increase their performance and their competencies.

HOW ?

waiting for your continuously comments and feedbacks. 

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Thank you :) .