How do you do TNA in your company?

TNA is concerned with addressing skills gaps at the organisational level, the group level and the individual level. TNA should be conducted at all levels to ensure the maximum return from the training and skills throughout the organisation. The techniques used in TNA can vary and include SWOT analysis, one-to-one interview, and SMART objectives. There are some other TNA techniques can be used, they are: direct observation, questionnaire, consultation with persons in key positions, review of relevant literature, focus group, assessments/surveys, records or reports studies, work samples.

The training needs assessment is best conducted up front, before training solutions are budgeted, designed and delivered. The output of the needs analysis will be a document that specifies why, what, who, when, where and how. More specifically, the document will need to answer these questions:

• why do people need the training?
• what skills need imparting?
• who needs the training?
• when will they need the new skills?
• where may the training be conducted? and
• how may the new skills be imparted?

   

  There are so many ways for conducting a Training Needs Analysis, depending on your situation. One size does not fit all. Is the purpose of the needs assessment to:

• lead in to a design of a specific purpose improvement initiative (e.g., customer complaint reduction)
• enable the design of the organization's training calendar
• identify training and development needs of individual staff during the performance appraisal cycle

… and so on and so on.

Thank you guys for your answers.