An explanation of training needs analysis (TNA) and a summary of Derek
Stockley’s TNA experience. Training Needs Analysis is an important part Introduction
of the training system. It is an important skill for any training consultant. It
is an often neglected part of the training process.
Training Needs Analysis as part of the Training
Cycle
Training needs analysis is the first critical stage in the training cycle. The
others are normally identified as design, presentation and evaluation. The
cycle is continuous. The evaluation step includes a re-assessment of training
needs - leading on to the TNA process starting again.
As shown by
the diagram,
the Derek
Stockley
training
methodology
includes an
additional
step,
identified as
the APOOL
process. The
APOOL
process is a
copyrighted
and unique
process,
developed by
Derek
Stockley,
which
provides a
link between
the training
needs
analysis
phase and
the detailed
design phase.
Trainers need
to examine
each factor
and
determine
how they
combine
together to
impact the
training. The
APOOL
process
significantly
reduces
training
development
and delivery
time. It also
helps ensure
training
effectiveness.
For
information
on the
APOOL
process,
please Email
Derek
Stockley or
telephone or
write to
Derek
Stockley at
Contact
Details.
Training Needs Analysis explained
There are many aspects to training needs analysis, but the essential activity
involves:
determining what is required to complete the work activity;
determining the existing skill levels of the staff completing the work:
determining the training gap (if any).
The training gap is the difference between required and existing skill
levels. The word "skill" is generic in this case - it includes the knowledge,
skills, attitude and aptitude required to undertake the activity efficiently and
effectively. A common term also used is competency, a key concept used in
the Australian vocational education and training (VET) system.
A comprehensive training needs analysis is important for the training design
process, see: Setting training and learning at the right level. Unfortunately,
it is often neglected.
Training Needs Analysis Approach - Change
and Size
Whilst the process explained above seems relatively simple, a TNA project
involves consideration of a multitude of factors.
Training needs analysis projects can cover a wide spectrum of approaches.
Key factors include organisation change and the rate of change, as
represented by this diagram:
Resources, timing,
priorities, change
factors - all affect the
design of the TNA
project.
The TNA approach
needs to recognise:




Size/geographic
factors
Growth factors
Range of job
skills
Existing HR
systems
The key outcome is the
identification of major
training needs across
the organisation. This
will enable
management, on a
priority basis, to
develop and implement
programs that will
provide training to
employees
A training needs
analysis allows
management to scope
the size of the training
issues to be addressed.
It does not provide the
actual training. Training
is a separate activity
provided by internal
and external resources
as required.
Training Needs Analysis Methods and
Reporting
A variety of TNA research methods can be used, including surveys
(including online surveys), interviews, discussions and workshops.
A TNA documents identified training needs which include:



Target group/s
Training scope - topics, skills, competencies
Timing (urgency, priority)
The drivers for conducting a TNA include:




Correct identification of training needs to ensure organisation
viability and growth
Sufficient information for training plan/priority development
Framework established for correct training response
Positive participant reaction/involvement
Training needs can be identified though many organisational practices e.g.
during the Performance Management process. Other formal systems also
produce information which needs to be assimilated.
Training needs analysis assignments and
experience
Derek Stockley has been identifying training needs for many years.
It is an important part of every training assignment. He has also completed
formal projects for a variety of organisations. The largest involved coordinating a TNA for 6500 employees.
Derek has also completed a range of TNA related activities, including skills
audits and competency standard development.
A variety of methods are used included interviews, strategy and detailed
workshops as well as online training needs analysis surveys.
If you need to train staff members or you wish to sponsor a public program,
Derek Stockley can conduct a two day training program for you.
Next steps - TNA assistance and consulting
Working out the best approach to identifying your training needs is a difficult task.An
external consultant can help you quickly sort the wood from the trees. If you are interested in
having assistance with a training needs analysis, or organising a TNA training program Email
Derek Stockley or telephone or write to Derek Stockley at Contact Details
Training Needs Analysis is one aspect of the human resources consulting service provided,
see: Human Resources Services.
TNA is also an important subject area in the Train the Trainer (Training Development)
courses. Train the Trainer courses are conducted in Melbourne, Sydney, Brisbane and
London.
Derek Stockley provides a wide range of training courses, see: Training Courses and
Services.
For more general information about train needs analysis, see:
"Mission impossible" - a light-hearted look at planning training, and
Human resource issues need attention - a formal look at identifying and meeting needs within
a performance framework.
Setting training and learning at the right level - more information about TNA and related
issues.