The document outlines a training needs assessment (TNA) method to identify and address gaps between current and desired employee performance. It details the five steps of TNA: identifying problems, designing the assessment, collecting and analyzing data, and providing feedback. Additionally, it highlights that training may not always be the sole solution to performance issues and emphasizes the importance of understanding organizational contexts and resources.

1. Training program
WORKSHOP TITLE

2.  Training employees In/out the Field
 Training Provisional Workshops
 Seminars
 Distance Learning
 Offering More than 200 Professional Certificates
 Business Consultant
 Research Development
 ICT solutions

4.  What is Training Needs Assessment?
 Why Training Need Assessment?
 Five Steps of Training Needs Assessment
 Step 1: Identify Problem and Needs
 Step 2: Determine Design of Needs Assessment
 Step 3: Collect Data
 Step 4: Analyze Data
 Step 5: Provide Feedback

5. Training Needs Assessment” (TNA) is the method of
determining if a training need exists and, if it does, what
training is required to fill the gap.
TNA seeks to identify accurately the levels of the present
situation in the target surveys, interview, observation,
secondary data and/or workshop.
The gap between the present status and desired status may
indicate problems that in turn can be translated into a
training need.

6. Training
Management
Cycle
Step 1 Planning Step 2 Implementation
Step 3 Evaluation

7. Required Performance or
Desired Behavior
Actual Performance or Behavior
NEED
S/S
GAP

8. Planning is the first step of the training
management cycle. At the planning stage, the steps
are divided into two: i) Training Needs Assessment
(TNA) and ii) Training Planning. This manual
takes up TNA.
Training Formula
Training can reduce, if not eliminate, the gap, by
equipping the participants with knowledge and skills
and by encouraging them to build and enhance their
capabilities.
Training needs = Desired capacity – Current capacity of the participants

9. Because training is a means to ensure that organization
officials have the knowledge and right skills to be able to do
their work effectively and competently. Training may be
needed when there is a gap between the desired performance,
and the current performance, and the reason for that gap is
lack of skill or knowledge. Training may only be able to
resolve part of the problem. Thus we need to analyze the
problem and find out whether training will be able to resolve
it. If training is necessary, we also need to define the
objective of the training and how it will help the staff
member(s) become more effective. This process is called a
Training Needs Assessment shown above or Training Needs
Analysis.

10. It is important to note that, despite many reasons to conduct
training shown above, training may sometimes not be the
only solution to a problem. There are many other means that
impact on someone’s ability to do their work, and The
following are other examples.
Lack of skills or knowledge, or experience
Not having the right equipment or resource
Not being encouraged by managers and colleagues to do the
right thing
There are no standards or expectations that are set and
communicated
Bad workplace morale or conditions

11. The processes of Training Needs Assessment can be divided
into five steps: i) identify problem and needs; ii)
determine design of needs assessment; iii) collect data; iv)
analyze data; and v) provide feedback.
K
H
Identify
problem
Determine
Design of
Needy
Analysis
Collect
Data
Data
Analysis
Provide
Feedback
Determi
ne
organiza
tional
contexts
Goals
,policies,
and
objectiv
es
Determi
ne target
groups
to be
trained,
intervie
wees
method
schedul
e
Conduct
intervie
w,
adminis
ter
question
naire,
survey
Conduct
qualitati
ve and
quantita
tive
analysis,
draw
finding
conclusi
on and
re.
Make
presenta
tion to
officials
and
formulat
e policy
through
your
feedbac
k

12. Thank you for your time and patient