Definition #
Training need analysis (TNA) is a systematic process of identifying the gaps between current and desired knowledge, skills, and behaviors of employees in an organization or students in an educational institution.
In other words, as an outcome of the training needs assessment, one can understand if or not an individual is knowledgeable or skilled enough to do certain tasks.
Further, Training Need Analysis can guide on which are the key areas for which the training must be focused on.
It helps in determining the specific training needs of individuals or groups to enhance their performance and productivity.
TNA involves the following steps:
- Identifying the business or organizational goals: The very first step is to identify the goals and objectives of the organization or institution. The assessment must be framed in such a way that the outcome directs towards the fact whether or not an individual is competent to fulfill the organizational goal
- Identifying the performance gaps: The next step is to identify the gaps between the current and desired performance of employees or students. This step basically compares what is expected and what is delivered by an individual, either in academics or in their work role.
- Conducting a needs assessment: A needs assessment is conducted to identify the specific training needs of employees or students. This can be done through surveys, interviews, focus groups, and observation.
- Developing training objectives: Based on the needs assessment, training objectives are developed that clearly define what the training will cover and what the expected outcomes are.
- Selecting the appropriate training methods: Based on the training objectives, the appropriate training methods are selected that will be most effective in achieving the desired outcomes.
- Implementing the training: The training is implemented using the selected methods and materials.
- Evaluating the training: The effectiveness of the training is evaluated to determine if the training objectives were achieved and if the training was effective in closing the performance gaps.
FAQs: #
1- Why training and analytics matter #
Answer: TNA is important because it helps identify the specific training needs of an individual or group and helps improve performance and productivity. It also helps ensure that training resources are being used effectively.
2- Who is responsible for implementing TNA? #
Answer: TNA can be carried out by various stakeholders in an organization or institution, HR departments, managers, supervisors, trainers.
3- What are the benefits of TNA? #
Answer: Benefits of TNA include improved performance and productivity, increased employee or student engagement and satisfaction, better utilization of training resources, and alignment of training with the organization or organizational goals and objectives .
4- What are the common methods used in TNA? #
Answer: Common methods used in TNA include surveys, interviews, focus groups, and observation and analysis of performance data.
5- How often should TNA be performed? #
Answer: TNA should be conducted on a regular basis according to the needs of the organization or institution. It can be done annually, semi-annually, or on an as-needed basis.
