Training Needs Analysis (TNA)
Definition
TNA is a continuous process of gathering data to discover what training needs exist so that training can be developed to help the organization accomplish its objectives. It is a process of evaluating how to close a learning or performance gap.
Reasons for conducting a TNA
New employees, new processes, a request from management, a need for new competencies/ skills, organisational reform, new procedures, a need for enhanced skills and/or new responsibilities for existing jobs
Objective of conducting a TNA
To identify non-training issues, training issues, knowledge and skills required, performance gap and resources needed
Possible consequences of not conducting a TNA
Training the right skills to the wrong people
Training the right skills the wrong way
Training the right people with the wrong skills
The 2 types of TNA
Strategic TNA
Current TNA
Identifies the behaviours, skills and training that employees will need to fill new jobs that will be created in the future to achieve strategic goals
Aims to improve current performance
Conduct task analysis for new employees
Conduct person analysis for existing employees
Organisational analysis
Components
Sources of data
Definition
Organizational analysis is a process used to better understand the characteristics of an organization to determine where training and HRD efforts are needed and the conditions under which they should be conducted.
Organisational resources
Organisational climate
Organisational goals
Environmental constraints
Customer complaints
Changes in System or Subsystem
Organizational Climate Indexes Labor-management data — strikes, lockouts, etc.
Exit Interviews
Skills inventory
MBO or Work Planning and Review Systems
Task analysis
Definition
Process
- Describe the KSAs needed to perform a job
- Identify areas that can benefit from training
- Identify the task
- Prioritise areas that can benefit from training
- Develop an overall job description
Task analysis is a systematic collection of data about a specific job used to determine what employees should be taught to achieve optimal performance.
Results of a task analysis typically include the appropriate standards of performance, how tasks should be performed to meet these standards, and the knowledge, skills and abilities (KSAs) that employees need to possess in order to meet the standards.
Person analysis
Components
Sources & methods
Definition
Person analysis is directed at determining the training needs of individual employees. The focus is on how well each employee is performing key job tasks.
Summary person analysis
Diagnostic person analysis
Checklists/ Training Progress Charts
Diaries
Tests
MBO or Work Planning and Review Systems
Interviews
Observation work sampling
Surveys/ questionnaires
Performance data
Benefits of TNA
Provides data for decision making
Identifies resources for making changes
Determines who must be involved to maximize success
Builds relationships with those who have a stake in the situation
Builds support for learning and performance personnel
Sets goals for future action
Prevents the wasting of time and resources on conducting training that is not needed