Training Needs Analysis (TNA)

Learning Objectives
1.Understand the meaning and importance of
conducting a TNA
2.Gain knowledge on the components of a TNA
3.Understand the common training and evaluation
models
4.Acquire detailed knowledge on process for
conducting a TNA
 Learning Procedures

Opening &
Presenting Discussion &
Apperception
Paper (15) Workshop (25)
(10)

Presenting
Strengthening Summaring &
Discussion
(10) Clossing (5)
Result (25)
 Description

Training needs analysis is not a

compilation of employees' training
wants. Neither is it simply talking to
a few supervisors or circulating a
memo to supervisors asking them to
rank the courses listed.
 TNA Formulas:
To be effective, a training needs analysis has
to address business needs and close
performance gaps.

1. Right competencies,
2. Right employees and
3. Addressing a business need.
 Training Needs Analysis

What is a training Needed?

What is the Impact of a Poorly

Designed Training Needs Analysis?

Scope of Training Needs Analysis

 Components of a TNA

Organizational
Task/Job Analysis Person Analysis
Needs Analysis

The Causes & Key Concerns of

The Kirkpatrick
Outcomes of a Management and
Training Evaluation
Training Needs Trainers in Needs
Model
Analysis Analysis
 Nine-Step of TNA

Step 2 - Link
Step 3 - Identify
Step 1 - Determine Desired Outcomes
Trainable
Desired Outcomes with Employee
Competencies
Behavior

Step 4 - Evaluate
Step 5 - Prioritize
Competencies
Training Needs
& Determine Gaps
 Continuou

Step 6 - Step 7 - Conduct

Determine Cost-Benefit
Training Method Analysis

Step 9 - Plan for Step 8 - Report

Training Analysis &
Evaluation Findings
 Resources
Noe, R.A. 2010. Employee Training and Development
5th Ed. McGraw-Hill Irwin. New York.

Training Need Analysis. Available at:

http://www.oeconsulting.com.sg/ppt-training-
needs-analysis-tna