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Training Needs Analysis (TNA) (Purpose of TNA (To identify discrepancies…
Training Needs Analysis (TNA)
Human Resource Development (HRD)
Definition
a set of systematic and planned activities designed by an organisation to provide its members with the opportunities to learn necessary skills to meet current and future job demands
Process
Design Phase
Implementation Phase
Needs Assessment Phase
Evaluation Phase
Definition of TNA
It is the starting point of the HRD and training process, and is the process by which an organisation’s HRD needs are identified and articulated.
Purpose of TNA
To identify discrepancies or gaps between employees’ skills and the skills required for effective current job performance
To identify discrepancies or gaps between current skills and the skills needed to perform the job successfully in the future
To identify an organisation’s goals and its effectiveness in reaching these goals
To identify Conditions under which the HRD activity will occur
Levels of TNA
Task Analysis
Task Analysis Process
Step 1: Develop an Overall Job Description
Step 2: Task Identification
Step 3: Identify and describe the KSAOs needed to perform the job
Step 4: Identify areas that can benefit from training
Step 5: Prioritize Training Needs
Sources of Data
Observe Job-Work Sampling
Review Literature concerning the Job
Perform the Job
Ask Questions about the Job
Performance Standards
Training Committees or Conferences
Job Specifications or Task Analysis
Analysis of Operating Problems
Job Descriptions
Card Sort
systematic collection of data about a specific job or group of jobs used to determine what employees should be taught to achieve optimal performance
Person Analysis
Components
Summary Person Analysis
Diagnostic Person Analysis
Sources Of Data
Rating Scales
Critical Incidents
Checklists or Training
Progress Charts
Diaries
Attitude Surveys
Devised Situations
Tests
Diagnostic Rating
Questionnaires
Assessment Centers
Interviews
Coaching
Observation work sampling
MBO or Work Planning & Review Systems
Performance Data or Appraisals as Indicators
Directed at determining the training needs of the individual employee and the focus is typically on how well each employee is performing key job tasks
Organisational Analysis
Components
Organisational Goals
Organisational resources and Core competencies
Organisational culture and climate
Environmental constraints
Sources of Data
Organisational Goals and Objectives
Human Resource (Manpower) Inventory
Skills Inventory
Organisational Climate Indexes
Analysis of Efficiency Indexes
Changes in System or Subsytem
Management Requests or Interrogation
Exit Interviews
MBO or Work Planning and Review Systems
a process used to better understand the characteristics of an organisation to determine where training and HRD efforts are needed and the conditions under which they should be conducted.
Benefits of TNA
Align training with organisational objectives
Ensures focused trainings
Identify performance and knowledge gaps
Helps manage training budgets effectively