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TRAINING NEEDS ASSESSMENT (TNA)
The document discusses the concept of Training Needs Analysis (TNA), which identifies training requirements to address skill gaps among employees. It emphasizes the importance of collecting qualitative and quantitative data to inform this process. Additionally, it outlines the method for executing a TNA to enhance workforce development.
TRAINING NEEDS ASSESSMENT (TNA)
- 1. Joven Botin Bilbao,BSN-RN Deputy Chief Nursing Officer Al Hayat National Hospital-Jizan Branch
- 2. Define aTraining Needs Analysis (TNA). Explain the significance of a TNA. Describe the process for carrying out a TNA. 2
- 3. A TNA isthe method of determining if a training need exists and if it does, what training is required to fill the gap. This is achieved by collecting both qualitative and quantitative data for analysis. A process by which we can determine what sort of KSA of employees that can be accomplished via some sort learning / training means. 3
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Editor's Notes
- #2 There are times when a TNA is not necessary. For example, the organization will communicate a new vision or address a legal concern – it is advisable to train ALL employees regarding those. However, teams who have been working for so many years who have attended a couple of team-building trainings who have an EFFICIENCY problem can benefit from a TNA. The TNA will identify what is causing the performance problem and as well as the training program that will allow them to become more productive.
- #4 There are 2 kinds of TNA Proactive – problems are not yet identified. The TNA is conducted to identify what will cause the future performance gaps. Reactive – problems are already present. The TNA is conducted to know what causes the performance gaps and will determine if these gaps can be remedied by a training or can be addressed by taking other measures.