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Training Needs Analysis

To enable companies to target training to meet business and personal development needs.

A Training Needs Analysis (TNA) is used to assess an organisation’s training needs. The root of the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and attitudes that the people in the organisation currently possess and the knowledge, skills and attitudes that they require to meet the organisation’s objectives.

The training needs assessment is best conducted up front, before training solutions are budgeted, designed and delivered. The output of the needs analysis will be a document that specifies why, what, who, when, where and how. More specifically, the document will need to answer these questions:

  • Why do people need the training?
  • What skills need imparting?
  • Who needs the training?
  • When will they need the new skills?
  • Where may the training be conducted?
  • How may the new skills be imparted?


There are so many ways for conducting a Training Needs Analysis, depending on your situation. One size does not fit all. Is the purpose of the needs assessment to:

  • Lead in to a design of a specific purpose improvement initiative (e.g., customer complaint reduction)
  • Enable the design of the organisation’s training calendar
  • Identify training and development needs of individual staff during the performance appraisal cycle

 
 

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