Training Needs Analysis

Table of Contents

1. What is Training Needs Analysis?
2. Reasons for a TNA
• Identifying training needs
• Identify skill gaps
• Personalised improvement plans
• Improve training resources
3. The TNA process in HRM
4. FAQs
• What are the questions you should ask while assessing training needs?
• What tools are available for TNA?
• What are the steps involved in training needs analysis?

What is Training Needs Analysis?

The process of identifying the employees’ current need for training to enhance job effectiveness is called Training Need Analysis. The result of TNA enables the organizing managers to determine training’s various concerns such as what kind of training, at which level, when it should be, who should attend, etc.

This analysis is usually conducted at three levels - the organisation, team and individuals. This helps to uncover the gaps that exist in terms of skills to deliver what the organisation intends to further its business goals.

Reasons for a TNA

TNA should be performed when a new tool or process is introduced in the organisation or when the performance of the team/individual is observed to be not meeting expectations. Here are some specific reasons for TNA:

Identifying training needs

It can help you identify what goal or performance the training should improve. This can also help determine which training is of higher priority for delivering the business objectives.

Identify skill gaps

It can help identify specific knowledge or skill gaps across the organisation and individual team members.

Personalised improvement plans

You can plan the training based on the demands of an employee, either due to performance issues in the current role or for the planned career growth.

Improve training resources

Organisations need to revamp training resources keeping in step with technical advances in the delivery of specific training. TNA can help understand if the training resources are adequate for the purpose. Some higher-cost classroom training can be delivered via online self-learning portals. Alternatively, ineffective online training may be delivered via instructor-led classroom training.

The TNA process in HRM

Every process needs to be carefully designed to roll in the required change with optimal execution and timely implementation. The following steps can guide the designing of the TNA process:

• Define - understand the problem or opportunity that needs to be addressed.
• Collect data - gather data that can uncover the problem or opportunity.
• Analyse - identify the training needs by analysing the collected data.
• Plan - create a plan to address the training requirements.
• Execution - execute the plan and collect the feedback.
• Measure - Evaluate the feedback to see if the results are in line with expectations.

FAQs

What are the questions you should ask while assessing training needs?

Some key questions to ask during TNA are:

• What skills are currently available?
• Are these the needed skills to deliver business objectives?
• Has there been training already done?
• Who are the target audience for the training?
• Is the training readily accessible?
• What are the measures of success for the training program?

What tools are available for TNA?

Here are some tools that you can use during TNA:

Task analysis

List out all tasks that make up the duties of a job role. Analyse those tasks against the skills that are required versus the existing skills.

Performance analysis

This takes into account the actual performance of the employee who is currently performing the job role to see if it is meeting the expectations or not.

What are the steps involved in training needs analysis?

The process can be completed in the below five steps:

• Identify the problem or opportunity.
• Determine the method of assessing training needs.
• Collect data around the problem statement.
• Analyse the collected data to identify training needs.
• Measure success against the set criteria.