Training needs analysis (TNA) is a systematic process to identify the gap between current and desired employee performance, serving as a foundation for workplace improvement. It involves methods such as direct observation, interviews, and assessments to determine training requirements while following a structured process from performance gap analysis to recommendations. The analysis aids organizations in resource allocation for training, enhancing service quality, and improving productivity, although it can be time-consuming and costly.

1. Training Needs Analysis
an Overview
by

2. Training Needs Analysis
Definition, Role & Requirement
2
Role:
The role of training needs analysis in HRM
is to understand the difference between the
current and desired performance of the
employee
Requirement:
It is a first step towards helping employee to
improve their output at work
Definition:
Training Needs Analysis is defined as a
systematic process of identifying which
kind of training is required and provide
the details related to training
implementation

3. Training Needs Analysis
Methods
3
Methods
of TNA
Direct
observation
Interviews
Focus
groups
Others
Assessmen
ts/
surveys
Customer
Feedback
• Direct observation - The training managers observe the
working style of the employees.
• Interviews- a face to face conversation about the way
employee performs the job
• Focus groups- a brainstorming process to understand the
skill gaps among the employee
• Assessments/surveys- effective and simple way to
identify the performance deficiencies in particular
department
• Customer Feedback- The direct feedback from the
customer indicates the specific work area which needs
improvement
• Others- few other methods of training need analysis such
as by reviewing relevant literature of the work area, with
the use of reports, records and work samples

4. Training Needs Analysis
Process
Step 1- Performance Gap Analysis
The difference between the required and actual
productivity of the organization
Step 2- Root Cause Analysis
Tto determine the basic issue behind the
performance gaps
Step 3- Needs Analysis
To design and implement the appropriate
intervention to resolve the performance issues
Step 4- Recommendations
An appropriate training solution is proposed
Performance Gap Analysis
Root Cause Analysis
Needs Analysis
Recommendations

5. Training Needs Analysis
Create a
appropriate
performance
benchmark
Ensure that
customer
requirement
is met
Help the
organization to
set appropriate
goals and achieve
them
Enable
employees to
evaluate their
current skill sets
Highlight the
work quality
issues in the
organization
Provide
employee
opportunity to
upgrade skills
Objectives
Training Needs Analysis
Objectives

6. 6
Training Needs Analysis
Components
Components
Training Needs
Analysis
Organizational
Level
Operational
Level
Individual
Level

7. Advantages and Disadvantages
Advantages
• Determines the population which needs the training
most
• Determines what kind of training is required
• Helps the company to direct resources towards right
training programs
• Helps to improve their quality of services
• Helps to improve work productivity
Disadvantages
• A time consuming process
• Can be a costly affair for the company
•Low employee response affects the effectiveness of
process
•Employee does not provide right information about
lack of skills.
Training Needs Analysis

8. 8
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Training Needs Analysis