TRAINING NEEDS ANALYSIS

 

A training needs analysis (or TNA) always happens for a reason. Whether an organization is doing learning and development (L&D) training need analysis is a very important one.

The need for such analysis usually arises due to an organizational problem. This can be a lower than expected quarter for the executives in the organization.

In all these instances, the issues can potentially be resolved through training. this is often where the training needs analysis comes in. The training needs analysis may be a process during which the gap between the particular and therefore the desired knowledge, skills, and attitudes (KSAs) during a job are identified.

This is not to say that every problem can be solved through training needs analysis on the organization or country. Most problems are caused by other organizational issues. Only when the problem is caused by a lack of knowledge, skills or attitudes, can training and the required training needs analysis, are a viable solution. (Vulpen, 2020)

 

When describing the training needs analysis, it has several steps. Those steps can be identified as below,

1)     Identify the Business need – In here need to identify how organizational goals, department goals and individual goals are aligned with a single line

2)     Perform a Gap Analysis -Performing a gap analysis involves assessing the current state of a department's or employee's performance or skills and comparing this to the desired level. There are some Gap analysis assessment tools are as below,

·       HR Records- HR records can include accident and safety reports, job descriptions, job competencies, exit interviews, performance evaluations and other company records such as production, sales and cost records

·       Individual Interviews -Individual interviews may be conducted with employees, supervisors, senior managers and even sometimes clients/customers or outside vendors

·       Focus Groups - Unlike individual interviews, using focus groups involves simultaneously questioning several individuals about training needs

·       Surveys questionnaires and self-assessments - Surveys generally use a standardized format and can be done in writing, electronically or by phone. Depending on the situation, it may be helpful to conduct surveys with employees as well as with customers.

·       Observations – This includes a supervisor's direct observation and input, on the job simulations of work settings and written work samples

3)     Assess Training Options - The gap analysis generates a list of training options and needs. As below can be identified some factors which determining if training is a viable option.

·       The solution to a problem

·       Cost

·       Return on Investment

·       Legal Compliance

·       Time

·       Remaining Competitive

Remaining Competitive After all the training needs/options are assessed, the HR professional will have an inventory of coaching priorities for individual employees, departments or the organization as an entire

4)     Report Training needs and Recommended Training Plans – In here identify the suitable training plan for employees

References

  Vulpen, E. van (2020). How to Conduct a Training Needs Analysis: A Template & Example. [online] AIHR Analytics. Available at: https://www.analyticsinhr.com/blog/training-needs-analysis/

Morrison, K. (2019). What Training Needs Analysis Is And How It Can Benefit Your Organization. [online] eLearning Industry. Available at: https://elearningindustry.com/training-needs-analysis-benefit-organization#:~:text=What%20Is%20Training%20Needs%20Analysis