TNA is a systematic method to determine if training can address performance gaps by analyzing the organization, jobs, and employees. It examines the organization's environment, strategies, goals, and performance data to identify where training is most needed. Job analysis determines the required competencies and content of training programs. Person analysis identifies which employees require training. Conducting a TNA is important when communicating a new vision, addressing legal concerns, or building team skills.

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