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Analysis signifies the purpose of the session along with the procedure and expected outcome. Thus analysis report is most important before conducting a training session
Thanks for invitation,
As a matter of fact, specifying "Training Needs", in a very clear and correct manner, is the "pivot element" for planning, designing and delivering any successful training course".
TNA (Training Needs Analysis) should be the first step to any training program (and preferably the trainer should have a brief of the analysis before asked to deliver). Some key benefits of TNA are as follows:
1. Why training: TNA helps understand the comprehensive needs across the organisation. Or even whether we even need training to meet those needs? Is there a skill gap or do we want to proactively train to groom the future leaders of the company? Is the productivity low and that’s what we are trying to address through training or do we have a new technology the use of which will help raise productivity? TNA helps figure out the exact reasons that you wish to cover through training programs.
2. What are the skill gaps: The most important reason for TNA is to find out gaps between existing and required competency levels of employees. Depending on the kind of gap, it also helps decide if training is the solution to bridge this gap. There can be different ways to find out the gap.
3. Does training justify the cost: The financial aspect of training is quite an important one. Training isn’t the answer to every problem and hence it is important to be judicious in spending on it. Also, do the issues you are trying to address worth spending on training for? There might be other cost effective ways to better the rate of return on the expense.
4. Helps to be clear about the outcome expected: If I don’t know where I am going, it makes no difference what route I take. Similarly, if the needs aren’t analyzed well, one wouldn’t know what to expect from a program. This further messes up the evaluation bit. It helps to list down the exact things you wish to achieve through training. The content can be built accordingly and the skills then transferred to real jobs too.
5. Determine the kind of training required: The way content will be delivered also needs to be determined keeping the needs in mind. On the job? Off the job? A one day – two day program or spread across a few months/weeks? Can the training be done in large batches or is it better to have smaller groups who can then be coached individually?
I agree with the answer of our specialists here.....................
It's just like a Doctor diagnose a patient disease before prescribing medicine. Can Dr prescribed any medicine without identification of disease? definitely no, so TNA identify the root cause of low performance and then we select appropriate intervention to fill that gap.
agree with twice great answers above
