Week 4 – 11 August 2009

Training Needs Analysis (TNA)

Training Needs Training Needs AnalysisAnalysisLearning outcomes: Define a training needs analysis (TNA) Explain the significance of a TNA List the stages of a TNA Explain the process fro carrying out a

TNA Conduct a TNA Report te findings of a TNA

What is a Training Needs Analysis What is a Training Needs Analysis (TNA)(TNA)

The purpose of training is to obtain desired level of work performance by choosing the gap between the skills and abilities possessed (or competency level) and those required to meet the objectives of the enterprise (or competency standard).

IDENTIFYING THIS GAP IS CALLED A TRAINING NEED ANAYSIS

Activity: in one paragraph finish the following statement – “A training need exists when …”

Training Needs Training Needs AnalysisAnalysis

Required standard of performance

Actual performance PerformanceGap

Functions of a TNAFunctions of a TNA Collect information on the skill,

knowledge and feelings of the performer Collect information on the job content

and job context Define the desired and actual

performance in useful detail Involve stakeholders & build support Provide data for planning

Training Needs Training Needs AnalysisAnalysis Activity: There are many reasons why a trainer

should conduct a TNA. In pairs identify 5 reasons why you should conduct a TNA.

Avoid training for ‘training sake’ Supports cost effective training Targets areas of greatest need Gives information on the organisation climate Gets commitment from mangers and trainees Separates the ‘symptoms’ from the ‘causes’

The Training SystemThe Training System

Training NeedsAnalysis

Training NeedsAnalysis

Develop learningoutcomes

Develop learningoutcomes Develop assessmentDevelop assessment

Develop Program (or session)Select strategies select delivery mode select media

Develop Program (or session)Select strategies select delivery mode select media

Develop instructionDevelop instructionDevelop materialsDevelop materialsDeliver instructionDeliver instruction

Assess learningAssess learning

Evaluate programEvaluate program

How can a need be How can a need be identified?identified? Complaints from staff, customers/clients Poor quality of work Frequent errors Over handling items Large staff turnover Performance dates not met Conflict among staff New equipment systems

IndicatorsIndicatorsof a needof a need

IndicatorsIndicatorsof a needof a need

Important job information Important job information that needs to be collectedthat needs to be collected Job roles Job process Task list Job problems Task frequency Task difficulty Task importance

JobJobinformationinformation

JobJobinformationinformation

How to do a TNA - How to do a TNA - processprocessDocument the problemDocument the problem

Investigate the problemInvestigate the problem

Plan the needs analysisPlan the needs analysis

Select the techniqueSelect the technique

Conduct the analysisConduct the analysis

Analyse the dataAnalyse the data

Report the findingsReport the findings

7 steps7 steps

What techniques can be What techniques can be used in carrying out an used in carrying out an TNATNA

Interviews Survey questionnaires Job descriptions and person

specifications Critical incidents Log books and other company reports Industry seminars Supervisor’s reports

Use for assessmentUse for assessment

Training needs Training needs analysisanalysis

RecapRecap What is a TNAWhat is a TNA What significance has a TNA have in the training What significance has a TNA have in the training

system?system? List the seven steps in the TNA processList the seven steps in the TNA process What should be included in a TNA report?What should be included in a TNA report?

Case studyCase study