TRAINING NEEDS ANALYSIS (TNA) is a business process to determine all the training staff need in a set amount of time to improve employee job performance, including progress and growth.
TNA reviews the state of your organization’s training and development and helps to pinpoint knowledge gaps that need to be filled so that you can set priorities and create a fit-for-purpose learning and development strategy.
TNA helps you to get your organization’s learning and development priorities in order. The importance of a TNA is often overlooked in developing a training plan for staff.
TNA, also known as training needs assessment, is a process that organizations use to determine the ga between the current and desired knowledge, skills, and abilities of employees.
Identify Gaps: You can identify any organizational problems at your company that are brought on by a lack of skills, knowledge, and abilities by doing a training needs analysis. Additionally, concentrating on training and analysis will help you spot these problems before they become a problem and negatively affect your firm.
Plan: Planning your employee training programs for the upcoming year in advance will help you align them with business activities and finances. This is done by conducting a training needs assessment.
The TNA process can assist you in thinking creatively and highlighting potential training opportunities.
TNA can assist you in designing individualized L&D programs and workplace mentorships that keep staff members engaged and inspired to learn, as well as in identifying the appropriate individuals for each training session.
The HR manager can effectively plan how to provide training in those areas before that competency gap starts to negatively impact the organization.
Establish relationship with top management and other organizational members. Forming project team is also needed.
Specify goals, determine training climate, and identify external and legal constraints.
Define the target job, choose analysis methods, determine participants and points of contact, anticipate problems, and develop a protocol.
Analyze tasks and Knowledge, Skills, and Abilities (KSA). Develop tasks, form task clusters, develop KSAs, determine relevant KSAs and tasks, and link relevant KSAs to tasks.
Develop performance indicators, determine KSA gaps in target population, and determine approach to resolve gaps.
