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Our Approach To Training Needs Analysis: Importance of TNA

This document outlines the steps to conduct a training needs analysis (TNA). It discusses the importance of identifying training needs at the organizational, activity, and individual levels to ensure training resources are targeted effectively. The methodology involves using needs assessment instruments like surveys, observations, interviews, and document analysis to diagnose training requirements.

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78 views3 pages

Our Approach To Training Needs Analysis: Importance of TNA

This document outlines the steps to conduct a training needs analysis (TNA). It discusses the importance of identifying training needs at the organizational, activity, and individual levels to ensure training resources are targeted effectively. The methodology involves using needs assessment instruments like surveys, observations, interviews, and document analysis to diagnose training requirements.

Uploaded by

harrybtech
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Our Approach to Training Needs Analysis

This document outlines to steps we will follow to implement the process of Training
Needs Analysis (TNA).

Importance of TNA

Effective training or development depends on knowing what results are required--for the
individual, the department and the client organization as a whole. With limited budgets
and the need for cost-effective solutions, all organizations need to ensure that the
resources invested in training are targeted at areas where training and development is
needed and a positive return on the investment is guaranteed. Simply throwing training at
individuals may miss the priority needs, and even cover areas that are not essential.

Organisation

Individual Activity
yy

Training need usually arises at three levels--the organization, the activity and the
individual. For our purposes an organization can be seen not only as the whole company,
but as any department, section or team with its own objectives.
Organisational Level

At Organisational level a training need is any behaviour or lack of skill that hinders the
achievement of these corporate objectives; for example, it could be ineffective
Interviewing Skills that has a negative impact on the business, or that affects staff
retention. It could also be a new initiative such as introducing competencies for different
roles and hence the requirement to train people on Competency based interviewing skills.
Or else it could be a strategic intent which requires all employees to be trained and
sensitized on a particular skill set.

Activity Level

At the activity level a training need applies to everyone doing the same work. So it could
be that all HODs in a company need to learn effective Interviewing Skills since it is part
of their Role, while the junior management staff does not.

Individual Level

At the individual level a training need occurs with an individual's lack of skills,
knowledge or understanding. Or it could be the use (or absence) of certain behaviour that
prevents an individual from being successful.

For example, two receptionists sitting side by side do the same job. Receptionist A has a
professional telephone manner while B is abrupt and offhand. B has a personal training
need.

Methodology for Diagnostic Study

When looking for training needs, there are several instruments that may be used to
understand the issue better. Some of these needs assessment instruments are:

1. Surveys: Written questionnaire


2. Observations: Watch the job or task being performed.

3. Focus Interviews: Talk to supervisors, managers and intended participants


of the workshop.

4. Literature research: Analyze documents with respect to Interviewing


prospective candidates, evaluation reports, scheduling and staffing reports,
or other relevant documents.

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