Wednesday, November 25, 2015


Training needs analysis (TNA) can be defined as a process of gathering and interpreting data for identifying area for personal and organization performance improvement.  TNA considers the skills, knowledge and attitude people need and to develop the people to perform tasks effectively to support business goals.

There levels to systematically approach the TNA are:
1.      Organisational Level Analysis.
·         Review organization’s strategic and operations plans and operation plans.
·         Perform SWOT analysis on organization
·         Have a strategic picture of organization’s objective, performance and future direction
·         Review from the perspective of knowledge, skills and behaviours.

2.      Department Level Analysis
·         Reviewing the job description and related information
·         Identify activities performed in a particular tasks/job
·         Review work objectives

3.      SMART Objectives
·         Check that your objectives are clear

4.      Skill for managers
·         Have knowledge and skills to work with employees
·         Help employees to identify needs and how to meet them.
·         Instrumental in identifying individual’s career progression routes.

5.      Creating learning culture
·         Embedded learning across the organization
·         Encourage and raise awareness of the value of learning
-       Invest in people
-       Leadership appreciation and enthusiasm about value of learning and development
-       Encourage knowledge sharing (in writing, at meeting, at conferences and events) as people learn a lot from teaching others
-       Get involve with organization initiatives

6.      Individual Level Analysis
·         Determining training requirement for individual.
·         Help organization prioritise those employees.
·         Tips:
-       Take into account people’s career ambitions and personal development objectives.
-       Have a proper feedback system.

7.      TNA Training Cycle.
·         Ensure that investment in training and development have maximum impact.
·         Involve 5 phases:
i.                    Analyse
v  Study environment
v  Understand it
v  Describe the goals and objective required to correct performance gap.
ii.                  Design
v  Define learning objective
v  Identify learner’s needs
v  Know what motivates them to learn and perform
v  Is the blueprint
iii.                Develop
v  Elaborate and build
iv.                 Implement (Delivery)
v  Procedures for trainers and learners
v  Covers course curriculum, learning outcomes, method of delivery, testing procedures and evaluating of the design.
v.                   Evaluate.
v  Determine if the performance and learning process achieved the desired results.

Benefits of TNA:
·         Able to prepare systematic training plan
·         Able to apply different TNA tools to enhance staff competency
·         Cultivate the feeling of confidence competence and well-being among employees
·         Employees knows that they will be properly trained.

Shared From Article by:
National Human
Resources Centre (NHRC)
Management, SMEBIZ
Monday, 18 May 2015

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