Course Overview
Training Need Analysis (TNA) is the process of identifying the gap between employee training and needs of training. Training need analysis is the first stage in the training process and involves a procedure to determine whether training will indeed address the problem which has been identified. Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment”.
Training needs analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified.
Training needs analysis is most often used as part of the system development process. Due to the close tie between the design of the system and the training required, in most cases it runs alongside the development to capture the training requirements.
Course Objectives
By the end of this course, participants will be able to identify, and analyse training needs and make decisions required for skills development at the organizational, divisional and individual levels.
Learning Outcomes
By the end of this course participants will be able to:
- Discuss the value of TNA to the individual, division and organization
- Apply the strategies for determining training needs
- Recommend suitable development intervention to address performance gaps
- Link training needs to the design and development of training courses and program
Participants will also gain greater confidence in evaluating workplace performance challenges and identifying whether training, coaching, mentoring, process improvements, or other development solutions are the most appropriate interventions. They will be able to contribute more effectively to organizational learning strategies and support continuous improvement initiatives.
Methodology
A combination of lectures, small-group discussions
The program adopts an interactive learning approach designed to maximize participant engagement and practical application. Participants will be encouraged to share real workplace scenarios and collaborate with peers during discussions and learning activities. Practical exercises, case studies, and guided activities will reinforce the concepts learned throughout the program and help participants develop actionable skills that can be applied immediately in their organizations.
Who Should Attend
HR employees who handle TNA Activities
This program is also beneficial for learning and development personnel, training coordinators, HR executives, supervisors, team leaders, and managers who are involved in employee development planning, competency assessment, workforce capability enhancement, and organizational performance improvement initiatives.
Course Content
Session 1: Introduction (3.5 hours)
- What is a Training Needs Analysis
- Component of Training Needs Analysis
- Type of Needs Analysis
Learning Activities:
- Identify current situation
- Prepare Training Needs Analysis Project Plan
Session 2: Building Effective Training Program (3.5 hours)
- Perform a Need Analysis
- Define the Learning Objective
- Design Suitable Training Intervention
Learning Activities:
- Performing Needs Analysis
- Identifying Suitable Training Invention
Session 3: Formative and Summative Evaluation (3.5 hours)
- Formative and Summative Evaluation
- Kirkpatrick/Phillip Evaluation Model
- Measure the Change
Learning Activities:
- Identifying assessment tools for Training Evaluation Level 1-4
Session 4: Communicating Needs Analysis Results (3.5 hours)
- Document the Needs Analysis Process and Outcomes
- Prepare Projected Costs, Benefits and ROI
- Develop Training Plan
Learning Activities:
- Prepare Training ROI
- Develop Training Plan
End of Training
