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Training Needs Analysis (TNA) (Prioritize Needs (What training needs are…
Training Needs Analysis (TNA)
Definition
process by which an organisation’s Human Resource Development (HRD) needs are identified and articulated
concept of need typically refers to a discrepancy or gap between what an organisation expects to happen and what actually occurs
Users
Human Resource Managers, Human Resource Development Managers, Line Managers, Supervisors
Benefits
identify those who need training and what kind of training is needed
helps to put the training resources to good use
can allocate budgets for training and development wisely, so that it can bring maximum impact and Return on Investment (ROI) to your business
give a comprehensive picture of employees’ Knowledge, Skills, and Abilities (KSAs) gaps in your organization
Individual Level/Person Analysis
Definition
Sources of Data
Components
3-step process
Job Level/Task Analysis
Advantages
Definition
5-step process
Sources of Data
Types of Training Needs
Diagnostic Needs
Compliance Needs
Analytic Needs
Purpose
-Identify organisation’s goals & its effectiveness in reaching these goals
-Identify gaps between the employees’ skills & the skills required for effective current job performance
-Identify gaps between current skills and the skills needed to perform the job successfully in the future
-The conditions under which the HRD activity will occur
Organisation Level/Strategic Analysis
Sources of Data
Advantages
Components
Definition
Prioritize Needs
What training needs are the most urgent or imperative?
What training needs are critical to reducing important risks? (safety, legal, etc.)
What training needs will have the most impact on performance? (quality, efficiency, etc.)
What training needs do current and future leaders have, or are critical for succession planning?
What training needs will have the greatest impact on morale, retention, and engagement?