Training Needs Analysis
Training Needs Analysis (TNA)
Introduction
A Training Needs Analysis (TNA) is a
process to determine:
• what training is required
• by whom
• for what purpose
• the cost of the training
• the expected benefits
Training Needs Analysis (TNA)
A Training Needs Analysis should identify:
• Why the training is needed
• A skills audit
• Gap analysis
• CHECKPOINT - can training fix these problems
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Training Plan
Budget
Outcomes
Evaluation
Training Needs Analysis - process
Why is training needed?
• Interview senior management
• Interview immediate supervisors
Training Needs Analysis - process
How widespread is the problem?
• Individual employees
• Whole section
• Whole organisation
Training Needs Analysis - process
Management must outline TNA process and
reason to all staff
Conduct Skills Audit
• What skills and knowledge are required to
do the job?
• What skills and knowledge does the current
staff possess?
Training Needs Analysis - process
What skills and knowledge does the current
staff require?
• Closely examine Position Descriptions
• Interview supervisor and manager
• Survey the staff involved and/or hold focus
groups
• Ensure feedback is verified
Training Needs Analysis - process
What skills and knowledge does the current
staff require?
Identify that there is consistency in response
as to what skills and knowledge are required to
do the job
Do not proceed until this is clarified
Training Needs Analysis - process
What skills and knowledge does the current
staff possess?
• Draw up a matrix of skills and knowledge
required for each position
• Complete the matrix by identifying which
staff members possess which competencies
• Have completed matrix verified by
supervisor/manager
skills audit matrix
Training Needs Analysis - process
Analyse matrix results
• Analyse the matrix carefully to identify where
there are skill gaps and the severity of these
gaps
Could apply a severity rating
Training Needs Analysis - process
Create a Training Profile
• Identify skills and knowledge required
• Determine the numbers requiring each
competency
• Outline Training Package and units to be
used
Training Needs Analysis - process
CHECKPOINT
Are these areas of competency deficiency due
to business or organisational issues rather
than the acquisition of skills and knowledge?
If so, sensitively communicate these to senior
management
Training Needs Analysis - process
Develop a Training Plan
• Outline training program
• Detail methods of delivery
• Clarify assessment
• Clarify if qualification is required
• Draw up training schedule
• Identify coaches/mentors
Training Needs Analysis - process
Develop a Budget
• Determine costing
• Obtain approval and authorisation
Deliver Training
Training Needs Analysis - process
Outcomes
• How will the company know if the training
has worked?
• Clearly identify with management the
expectations of the company following
training
• Are these expectations achievable?
Training Needs Analysis - process
Evaluation
• What worked?
• What did not work?
• What were the barriers?
• How were they overcome?
• Feedback from staff on process and training
• Is the company satisfied?
• What would you change for next time?
Thank you and Questions
Pat Jones.
pat.jones@chisholm.edu.au