for the human resource

1. TNA
Training Need Analysis

2. TNA
• Systematic method for determining what
caused performance to be less than expected
or required
• Need for training occurs when actual
organizational performance is less than
expected organizational performance
• If gap is there it is known as organizational
performance gap.

3. • It helps determine whether training can
correct performance problem or not.
• It provide bench mark for performance level

4. When to conduct TNA
• If organization is trying to communicate new
vision Or legal concern
• Team requires team building

5. Training need analysis
Organisational analysis:
• Examination of environment ,strategies, organisational goals, resources
of orgn., performance data, personnel inventories
– To determine where the training emphasis should be placed in the
organisation.
Job Analysis:
• Analysis of job description and job specification to determine the
content of the training programme to ensure that the trainee perform
well on job. ( competencies required)
Person Analysis:
• To determine which employee needs training and which do not

6. Organisational analysis:
• Examination of environment ,strategies, organisational goals, resources
of orgn., performance data, personnel inventories
– Internal environment of the organization
– Analysis how internal environment affect job performance
– Identifies constraints on training