Training Needs Analysis

(TNA)
 What is a training needs analysis?
• A training needs
analysis is the
method of
determining if a
training need exists
and if it does, what
training is required
to fill the gap.
2
 TNA Defined

-systematic method for

determining what caused
performance to be less than
expected.
 What triggers TNA?

AP < EP = PG
 Classification of training needs
• There are different types of training needs.
Focusing only on performance deficiency in
needs analysis is to restrictive.
Democratic
Diagnostic needs
needs
Training needs can be classified
into:

Analytical needs Compliance needs

 TNA Framework

Organizational
Analysis

Training
Needs
Identify
Performance Operational performance
Gap Analysis discrepancy
and its causes
Non-Training
Needs
Person
Analysis
 TNA: Input
• Organizational Analysis
1. Mission and Strategies
2. Resources
3. Internal Environment
 TNA: Input
Operational Analysis
1. Define the job
2. Determine where to collect
information
3. Identify the method to use
4. Gather and analyze data
 TNA: Input
Person Analysis
1. Performance Appraisals
2. Self-ratings
3. Tests
 How to do a TNA - process
1. Document the problem

7
2. investigate the problem steps

3. Plan the needs analysis

4. Select the technique

5. Conduct the analysis

6. Analyse the data

7. Report the findings 10

 TNA : What caused the Gaps?

Performance Gap

Reward/
KSA Inadequate Obstacles in
Punishment
Deficiency Feedback the System
Incongruence
 TNA : Output
Training Needs
- Performance gaps that resulted
from the lack of KSAs and
which training is necessary.
 TNA : Output
Non-Training Needs (without KSA
deficiency)
1. Reward/Punishment
Incongruencies
2. Inadequate Feedback
3. Obstacles in the System
 Components of training needs
assessment

Strategic/organizational
analysis

Training needs
assessment
generally Task/job needs analysis
involves three
components:

Person analysis
 Components of training needs
assessment
• Organizational needs analysis
– In conducting organizational analysis, the company
may consider issues like:
• Increased competition for old and new business.
• Greater emphasis on efficiency and cost reduction.
• Increased needs on cooperation among companies.
• Business strategies of the rival companies.
• Research and innovation.
• Merger, acquisition, diversification and expansion.
• Automation and modernization.
• Manpower plan on hiring, retrenching and deployment of
stall
 Components of training needs
assessment
• Organizational needs analysis
– It also includes
• a human resource analysis: should translate the
organization’s objectives into an accurate estimate of the
demand for human resources.
• analysis of efficiency indexes: including cost of labor,
quantity of output, quality of output, waste and, equipment
use and repairs can provide useful information.
• an assessment of the organizational climate: Organizational
analysis also can address the organization’s performance in
the “softer” domains that constitute the corporate culture.
 Components of training needs
assessment
• Task analysis / job needs analysis
– The process of collecting information regarding the
job, for use in developing training programs, is often
referred to as task analysis or job needs analysis.
– Task analysis explains what must be done to perform a
job or complete a process successfully.
– Task analysis means detailed examination of a job role
to find out what are the
• knowledge, skill, attitude, motives, values and self concept
needed in people for superior or effective performance.
 Components of training needs
assessment
• There are four steps involved in task analysis:
– Develop a list of task statements
– Develop list of task clusters
– Develop a list of KSAs (Knowledge, skills and
attitude)
– Assess the importance of tasks
 Components of training needs
assessment
• Person needs analysis
– A person needs analysis identifies gaps between a
person’s current capabilities and those identified as
necessary or desirable.
– Person needs analysis can be either broad or narrow
in scope.
• The broader approach compares actual performance with
the minimum acceptable standards of performance.
• The narrower approach compares an evaluation of
employee proficiency on each required skill dimension with
the proficiency level required for each skill.
 Components of training needs
assessment
• Person needs analysis
– Whether the focus is on performance of the job as
a whole or on particular aspects of the job, several
approaches can be used to identify the training
needs of individuals:
Output Attitude
Measures Survey

Self-Assessed
Training Needs
 Six components analysis of needs
• The six component approach is given below:
– Context analysis
– Participants’ analysis
– Work analysis
– Content analysis
– Suitability analysis
– Cost-benefit analysis
 Six components analysis of needs
• Context analysis
– This involves an analysis of the business context or
reasons for which the training is desired. The
important questions being answered by this analysis
are:
• Why a training program is seen as the recommended
solution to a business problem?
• What has been the history of the organization with regard to
employee learning interventions?
• What are the contextual factors at learning and at practice
which hinder or enable practice of the learned competency?
 Six components analysis of needs
• Participant training
– Participant training needs analysis is a critical step
in training needs analysis. It is the analysis dealing
with potential learners and instructors involved in
the process. The important questions being
answered by this analysis are:
• Who will receive the training and their level of existing
knowledge in the subject?
• What is their learning style?
• Who will conduct the training and their expertise to do
so?
 Six components analysis of needs
• Work analysis
– It is an analysis of the tasks being performed. It
involves examining activities, tasks, and roles of the
job and the competency requirements for effective
performance. Work analysis helps in ensuring that a
given training method and context are aligned with
the relevant job role. Work analysis seeks answers for
the below questions:
• What is the job under review and what are the main duties?
• What are the high-level skills required?
• To what standards are people expected to do the job?
• Are they currently meeting these standards?
 Six components analysis of needs
• Content analysis
– This involves analysis of documents, manuals, laws or
procedures used on the job. It answers the questions
about what knowledge or information is used for the
successful performance of the job. A content training
needs analysis seeks answers for the below questions:
• Are there essential building blocks one needs to learn in
order to do this job?
• Are these building blocks of knowledge laid out in manuals
or other documentation?
• In what order and how are these building blocks normally
taught?
 Six components analysis of needs
• Suitability analysis
– This is the analysis of whether training is the
desired solution. Training is one of the several
solutions to performance problems. However, it
may not always be the best solution. It is
important therefore to determine if training is the
right solution for a particular organizational
problem. Suitability analysis considers the
following essential question:
• Is non-performance due to a lack of knowledge and
skills or are there other reasons?
 Six components analysis of needs
• Cost-benefit analysis
– It is the analysis of the return on investment (ROI) of
training. Effective training should result in a return of
value to the organization that is greater than the
initial investment to produce or administer the
training. Cost-benefit training needs analysis tries to
find answers to the below questions:
• Is it worth the effort to undertake the proposed training?
• What will be the return on investment of the proposed
training?
• Are there any cost-benefit benchmarks for the proposed
training?
Process of training needs analysis
• A training needs analysis
(TNA) is the process of
identifying the areas
where both individuals
and groups in an
organization would
benefit from training in
order to become more
effective at achieving their
own objectives and the
objectives of the
organization.
Process of training needs analysis

A TNA 1. Identifying the objectives of the organization.

involves 2. Appointing a training coordinator.
five basic
steps: 3. Gathering information about the skills and
abilities of the individuals.

4. Analyzing that information.

5. Identifying the gaps & drawing a training plan.

 Data collection methods for training
needs analysis (TNA)
• A Training Needs Analysis (TNA) involves
collecting information relevant to training
from the concerned organization or
department.
• The aim is to have clear evidence on which to
base the findings and conclusions.
 Data collection methods for training
needs analysis (TNA)
• Typical methods include
– reviewing existing documents
– individual interview,
– work diaries,
– observation and listening,
– self-assessment,
– critical incident analysis,
– questionnaires and
– analyzing job descriptions.