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The Big Picture of Training Needs Analysis

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This SlideShare will help you get the big picture of Training Needs Analysis.

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The Big Picture of Training Needs Analysis

  1. 1. The Big Picture of Training Needs Analysis
  2. 2. Agenda  What is TNA?  6 benefits of TNA  TNA at 3 levels  6 steps to conduct TNA  Methods to conduct TNA  Sample questionnaire/format for TNA  Summary
  3. 3. Training Needs Analysis (TNA) o Is the process of identifying training needs o It aims to improve employee performance
  4. 4. Importance of TNA o Employee competencies help achieve business goals o Knowledge, Skills, and Abilities (KSAs) give a competitive edge o Training without proper Needs Analysis - Won’t yield the desired results - Will waste training budgets
  5. 5. Flow of Training Needs Analysis Poor Business Results Performance Gap Competency Issues Training Needs
  6. 6. Six Benefits of TNA 1. Helps identify performance gaps 2. Aligns training with organizational objectives 3. Determines the ‘Where’, ‘What’, and ‘Who’ factors of training
  7. 7. Six Benefits of TNA 4. Provides a benchmark for training evaluation 5. Reduces the risk of training failure 6. Helps manage training budgets effectively Specific AttainableMeasurable Reasonable Achievable Timely
  8. 8. Training Needs Analysis at 3 Levels Organizational Analysis – TNA at the organizational level. Ex: SWOT Analysis Task Analysis – Tasks to be performed on the job are analyzed; Knowledge, Skills, and Abilities needed to do those tasks are also analyzed Individual Analysis – Who needs to be trained and what training is needed Organizational Task Individual
  9. 9. Six Simple Steps to Conduct TNA 1. Set your desired outcomes – It’s about fixing training goals in line with business needs 2. Prioritize competencies – Shortlist the important KSAs that are linked to business outcomes 3. Evaluate desired competencies – Make a list of the expected and trainable competencies
  10. 10. Six Simple Steps to Conduct TNA 4. Identify performance gaps – In individual employees based on competencies evaluation 5. Select the training methods – To improve expected competencies 6. Consider the costs – For a specific training method & the extent of performance gaps addressed
  11. 11. Methods to Conduct TNA Surveys – Conduct surveys or polls with sufficient sample size or include all employees Observations – Watch the work of employees to identify performance gaps Interviews – Collect data on performance gaps from each employee/groups of employees
  12. 12. Methods to Conduct TNA Customer Feedback – Provides valuable insights on performance gaps Performance Appraisals – Find out individual training needs Tests – Know training needs at an individual level or across the organization Assessment Centers – Used for management development
  13. 13. Methods to Conduct TNA Focus Groups – On a specific issue, goal, task, or theme Document Reviews – Collect data using organizational charts, planning documents, policy manuals, audits, etc. Advisory Committees – Gather data from consultants
  14. 14. TNA Questionnaire 1. What is the business issue you want to solve through training? 2. What are the performance issues of your employees? 3. What are the behaviors you want to change?
  15. 15. TNA Questionnaire 4. What is your training goal? 5. Who are your target audience (employees, contractors, distributors, retailers, or others)? 6. Do you have any legacy material or documents related to the training?
  16. 16. TNA Questionnaire 7. How do you want to deliver your training (ILT, online learning, blended learning, on-the-job, mobile learning, game-based learning, microlearning, video-based learning, or any other format)? 8. Is it for a regulatory or compliance requirement? 9. In how many languages do you need courses?
  17. 17. Summary Training Needs Analysis helps identify the training needs in your organization to improve the performance of employees through relevant training. Capture training needs using the TNA questionnaire.

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