Description
 

Training Needs Analysis (TNA) 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 from a list provided.

 

To be effective, a TNA has to address business needs and close performance gaps. With the right approach and understanding, you will be able to conduct an effective TNA that ensures training is targeted at the right competencies, the right employees and is addressing a business need.

 

In this TNA PPT training presentation, you will learn the meaning and importance of conducting a TNA, understand the key components of a TNA, and acquire detailed knowledge on the nine-step process for conducting a TNA.

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Note: This presentation comes with a complimentary TNA template for the documentation of training and development needs during performance appraisal.

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Learning Objectives

 

1. Understand the meaning and importance of conducting a Training Needs Analysis

2. Gain knowledge on the components of a Training Needs Analysis

3. Understand the common training and evaluation models

4. Acquire detailed knowledge on the nine-step process for conducting a Training Needs Analysis

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Contents

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1.  What Is Training Needs Analysis

• What is a Need?

• What is Training Needs Analysis?

• What Training Needs Analysis Is Not

• The ADDIE Model

• What is the Impact of a Poorly Designed Training Needs Analysis?

• Scope of Training Needs Analysis

• Classification of Training Needs

 

2.  Components of a Training Needs Analysis

• Components of a Training Needs Analysis

• Organizational Needs Analysis

• Task/Job Analysis

• Person Analysis

• The Causes & Outcomes of a Training Needs Analysis

• Key Concerns of Management and Trainers in Needs Analysis

• The Kirkpatrick Training Evaluation Model

 

3.  How to Conduct a Training Needs Analysis – the Nine-Step Process

• Nine Steps of Training Needs Analysis

• Step 1 - Determine Desired Outcomes

• Step 2 - Link Desired Outcomes with Employee Behavior

• Step 3 - Identify Trainable Competencies

• Step 4 - Evaluate Competencies & Determine Gaps

• Step 5 - Prioritize Training Needs

• Step 6 - Determine Training Method

• Step 7 - Conduct Cost-Benefit Analysis

• Step 8 - Report Analysis & Findings

• Step 9 - Plan for Training Evaluation

• Summary

 

You may also be interested in the following related documents (sold separately):

1.  ADDIE Model for Instructional Design

2.  Design Thinking: Warm-up Games

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