Training Needs Analysis (TNA)

© Operational Excellence Consulting. All rights reserved.
Training Needs AnalysisTraining Needs Analysis

© Operational Excellence Consulting. All rights reserved. 4
Contents
1. Introduction to Training Needs Analysis
2. Components of a Training Needs Analysis
3. How to Conduct a Training Needs Analysis –
the 9-Step Process
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What is a Need?
Current Condition
Desired Condition
This gap between
current condition and
a desired condition is
called a need.

What is Training Needs Analysis?
Sources of data, data collection and analysis
strategies can be combined to create a training
needs analysis
A training needs analysis considers:
- Business needs
- Current competencies
- Training methods
- Cost
- Effectiveness

Description of the ADDIE model elements
DESCRIPTION
Review learning objectives and establish learning outcomes
and organizational context with customers to meet their
learning needs.
Design customized contents through discussions and focus
groups interaction with customers.
Develop course materials, using effective training
methodologies and activities to meet learning objectives.
Provide pre- and post-course administrative/logistics support.
Manage the conduct of course, including provision of conducive
learning environment for optimal learning.
Assessment of training effectiveness and impact; feedback is
ploughed back for program improvement or management
decision and follow-up actions, where applicable.
AnalysisAnalysis
DesignDesign
DevelopmentDevelopment
ImplementationImplementation
EvaluationEvaluation

What is the impact of a poorly designed
training needs analysis?
A poorly designed training needs analysis can
lead to training that:
- Addresses the wrong competencies
- Trains the wrong people
- Uses the wrong training methods
- Incurs unnecessary training cost

Classification of training needs
Democratic needs
- Are options for training that are preferred, selected or
voted for by employees or managers or both
- Programs that address these needs are likely to be
accepted and desired by organization members
- Therefore democratic needs can be used to build
support for training programsThis document is a partial preview. Full document download can be found on Flevy:

Classification of training needs
Compliance needs
- Are those mandated by law
- This category of needs most often deal with mandated
training programs such as safety training, prevention
of sexual harassment, business conduct and ethics,
etc.

Organizational needs analysis
In conducting organizational analysis, the
organization may consider issues like:
- Increased competition for old and new business
- Greater emphasis on efficiency and cost reduction
- Increased needs on cooperation among companies
- Business strategies of the rival companies
- Research and innovation
- Merger, acquisition, diversification and expansion
- Automation and modernization
- Manpower plan on hiring, deployment and separation
of staff

Task analysis / job needs analysis
Task analysis means detailed examination of a
job role to find out what are the
- Knowledge, skill, attitude, motives, values and self
concept needed in people for superior or effective
performance
There are four steps involved in task analysis:
- Develop a list of task statements
- Develop list of task clusters
- Develop a list of KSAs (Knowledge, skills and attitude)
- Assess the importance of tasks

The causes and outcomes of a training needs
analysis
Legislation
Lack of Basic Skills
Poor Performance
New Technology
Customer Requests
New Products
Higher Performance
Standards
New Jobs
What Trainees Need to
Learn
Who Receives Training
Type of Training
Frequency of Training
Buy Versus Build
Training vs Other HR
Options Such as Selection
or Job Redesign
Training Evaluation Method
OutcomesReasons
What is the
Context?
Who Needs the
Training?
What Do They
Need Training In?
Organization
Analysis
Task
Analysis
Person
Analysis

DESCRIPTION
Level 1:
Reaction
Level 1:
Reaction
This level measures how the learners react to the training. Attitude questionnaires
are often used. This level measures the learner's perception (reaction) of the
course. This level is not indicative of the training's performance potential as it does
not measure what new skills the learners have acquired or what they have learned
that will transfer back to the working environment.
Level 2:
Learning
Level 2:
Learning
This is the extent to which participants change attitudes, improve knowledge, and
increase skill as a result of the learning process. This level requires some type of
post-testing to ascertain what skills were learned during the training. The post-testing
is only valid when combined with pre-testing. Measuring the learning that takes place
in a training program is important in order to validate the learning objectives.
Level 3:
Behavior
Level 3:
Behavior
This evaluation involves testing the students capabilities to perform learned skills
while on the job, rather than in the classroom. Evaluations can be performed
formally (testing) or informally (observation). It determines if the correct performance
is now occurring by answering the question, “Do people use their newly acquired
learnings on the job?”
Level 4:
Results
Level 4:
Results
This level of evaluation measures the training program's effectiveness, that is, “What
impact has the training achieved?” Impact informs you of the return the organization
receives from the training. Decision-makers prefer this.
Understanding the Kirkpatrick Four-Level Training
Evaluation Model

9 Steps of Training Needs Analysis
1. Determine Desired Outcomes1. Determine Desired Outcomes
2. Link Desired Outcomes With Employee Behavior2. Link Desired Outcomes With Employee Behavior
3. Identify Trainable Competencies3. Identify Trainable Competencies
4. Evaluate Competencies & Determine Gaps4. Evaluate Competencies & Determine Gaps
5. Prioritize Training Needs5. Prioritize Training Needs
6. Determine Training Method6. Determine Training Method
7. Conduct Cost-Benefit Analysis7. Conduct Cost-Benefit Analysis
8. Report Analysis & Findings8. Report Analysis & Findings
9. Plan for Training Evaluation9. Plan for Training Evaluation

Step 1: Determine Desired Outcomes
Examples of training goals:
- Improve customer satisfaction ratings
- Reduce service delivery turnaround time
- Improve employee morale through better supervision
by management
- Improve the speed at which orders are filled

Step 2: Link Desired Outcomes With
Employee Behavior
Knowledge
Knowledge:
Only this portion is taught
in a classroom in “Off-JT”
manner.
Skill:
This portion must be taught
with actual problems and
situations “OJT” with
mentoring from capable
superiors. Skills usually
cannot be developed in a
classroom setting.
Knowledge
Understanding
Capability
Do Well
Can Do & Improve
Knowledge
Understanding
Capability
Do Well
Can Do & Improve
Stages of Ability

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 learned on the job

Step 4: Evaluate Competencies & Determine
Gaps
Evaluate current competencies and identify
where there are performance gaps between
current ability and desired ability
Desired Ability
Current Ability
Performance
GapThis document is a partial preview. Full document download can be found on Flevy:

Step 5: Prioritize Training Needs
Identify the percentage or number of employees
who need training on the competencies, e.g.
problem solving skills
Consider the importance of the competencies
to the business objectives

Step 6: Determine Training Method
Consider adult learning theory and best
practices in training on the particular
competencies

Step 7: Conduct 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 or benefit on
business

Step 8: Report Analysis & Findings
Compile the analysis and findings gathered from
steps 1 to 7 into a Report. A typical report
includes:
- Title page
- Executive summary
- Table of contents
- Introduction
- Recommendation
- Training Plan
- Data collection and analysis methods
- Cost analysis, proposed costs of recommended solutions

Step 9: Plan for Training Evaluation
Training is only effective
if the knowledge is
retained and applied on
the job
Evaluation of training is
critical after training is
completed

Summary
A training needs analysis is a diagnostic process
to identify and understand gaps in learning and
performance and to determine future actions
When planning training, there is value in
identifying and considering:
- Business needs
- Current competencies
- Training methods
- Cost
- Effectiveness

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Training Needs Analysis (TNA)

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