Training Needs Analysis

Training Needs Analysis (TNA) is the most important part of the ‘Corporate Training’ process, as it helps in identifying and understanding issues that the organization might be facing. Our TNA reports are often an eye-opener for our client organizations, as we present in-depth analysis and identify the ‘behavioral gaps’ and the underlying reasons for those gaps.

Training Needs Analysis (TNA) is the most important part of the ‘Corporate Training’ process, as it helps in identifying and understanding issues that the organization might be facing. Our TNA reports are often an eye-opener for our client organizations, as we present in-depth analysis and identify the ‘behavioral gaps’ and the underlying reasons for those gaps.

The process begins by understanding the pain points of the organizations with the aim to identify gaps that have led to the difference between current & desired levels of performance of the organization.

What is Training Needs Analysis?​

A training needs analysis (TNA) is a crucial first step in designing practical behavioural/soft skills and behavioural training programs.
TNA is a systematic process that identifies gaps between employee skills and behaviours and those required to excel in their roles and contribute to organizational goals. Behavioural/Soft skills, like communication and teamwork, and behavioural aspects, such as punctuality and professionalism, are essential for workplace success but can be trickier to assess than technical skills.
Training needs analysis is the most essential part of Our Corporate Training Process, as it helps identify and understand issues the organizations might face. Our TNA reports are often an eye-opener for our clients, as we present In-Depth analysis and Identify the behavioural gaps and the underlying reasons for the gaps and Under-performance.

On What Levels Does The Training Needs Analysis work?

Our training needs analysis (TNA) services aren’t a one-size-fits-all approach. To ensure training programs are truly effective, we need to target specific needs at different levels within the organization. Here’s a breakdown of the three main levels of TNA:

Big Picture Focus: Organizational Level TNA

This level takes a broad view, focusing on the organization’s overall goals and strategic direction. It analyzes factors like performance metrics, new employee knowledge gaps, and industry trends. The goal is to identify training needs that will optimize company performance, address weaknesses, and leverage existing strengths. It also considers external factors like economic shifts, technological advancements, and demographic changes that could impact the skills needed for success.

Team-Specific Needs: Group/Job Role Level TNA

This level dives deeper, focusing on the specific training needs of individual teams, departments, or business units. It identifies skill gaps within these groups and determines what training is needed to close those gaps. This helps ensure teams have the necessary skills to achieve their specific goals and contribute to the overall organizational success.

Individualized Development: Individual Level TNA

 

This level tailors training to the specific needs of individual employees. It’s often conducted in conjunction with a specific project or upcoming changes that might impact their role. It can also be used to support an employee’s personal development goals and prepare them for career advancement opportunities.

What is Training Needs Analysis?​

Business

Identify the pain points

Performance

related issues

Learning

identify gaps

Learner

Define Profile

Business:

  • Identify trainable and non-trainable issues leading to lapses in following safety & quality-related processes.
  • Analyze the company’s inner workings to identify factors (e.g. teamwork, morale and inter-departmental communication) that directly impact the organisation’sz performance.

Performance

  • Understand current performance levels of individuals and teams and identify areas where competence needs to increase.
  • Identify processes in terms of understanding job tasks, clarity of responsibilities and availability of adequate resources necessary to support the level of performance/standards expected by the organization.
  • Analyse performance evaluation methods and evaluate methods used to develop the identified performance gaps.

Learning

  • Evaluate the effectiveness of training and development provided in the past.
  • Identify ‘the Knowledge, skills & attitudes’ necessary for performing the job, such as—safety awareness, following protocol, etc.
  • Identify critical factors for the training to be effective.

Learner

  • Identify training learners would like to pursue to enhance their performance.
  • Identify preferred ways of learning.

An in-depth Training Needs Analysis maximizes the return on investment in training and fosters a culture of continuous learning and development.

Moreover, a well-conducted TNA promotes employee engagement and satisfaction by addressing their professional growth needs, thereby contributing to overall organizational success and competitiveness.

“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.”

– Jack Welch

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