Training Needs Analysis (TNA)

Program Introduction

  • What is TNA
    • Understanding A.D.D.I.E. process in training cycle
    • TNA awareness, knowledge and benefit
    • The general elements in TNA
  • Why TNA?
    • Relationship with Balanced Scorecard
    • Investigation and Solution
    • Turning cost into investment by bridging the skill gap
    • Consequences of ineffective TNA
      • Training treatable or non-treatable
      • Loss of time/money/effort
      • Employee motivation – mismatch group focus
      • Training is considered as unimportant with no result

Learning Objective

  1. Enhance awareness of the importance conducting TNA that could contribute towards increased of effectiveness in workplace
  2. Upgrade knowledge in the various aspects and processes in conducting TNA
  3. Provide opportunities to practice analysis skills in specific contexts of TNA
  4. Differentiate issue that can be treated with training or without training
  5. Divide non-training treatable issue with alternative solutions

Target Audience

This course is suitable for those who would like to improve their TNA knowledge to enable them to make decision about training activity in workplace.

Program 

 Module 1 : Elements of Training Need Analysis Process

  • 5-Step TNA processes
    • Identify problem – current state analysis
    • Determine the desired result – spot the performance gap, what has cause it
    • Data collection – tools and techniques of getting the info
    • Analyze the data – reviewing and eliminating
    • Feedback and intervention – the next stage of A.D.D.I.E.
  • The Analysis elements
    • Organizational Performance
    • Job-Task
    • Competency
    • Learner

Module 2 : TNA Model and Methods

  • Mager and Pipe’s Performance Analysis Model
  • Motivational Problems and Solutions
  • Rumler’s Organizational Systems Model
  • Gilbert Six Box Model

Module3 : TNA Tools and Techniques

  • Observation
  • Interview
  • Discussion
  • Feedback (360°)
  • Questionnaire
  • Focus group – trial run

Module 4 : Organizational Performance Analysis

  • Desired and actual performance indicator
  • Indicating the GAP value and effects
  • Cause – examine possible causes of the gap
  • Intervention – identify, confirm (agreement from relevant parties) and address it
  • Implementation – design and develop program/training
  • Evaluation – Kirkpatrick’s 4 Level

Module 5 : Job-Task Analysis

  • Examine job description – duties, knowledge and skill sets
  • Defining outputs and duties required to deliver it
  • Defining boundaries (can/cannot)
  • Defining compensation and career path (surface discussion) ** this subject is differ for each organization, thus this will part will be only discuss verbally, not on strategy how to compensate or decide next career path
  • Practice : Prepare a task analysis by sequence
    • Equipment / Tools needed
    • DACUM – developing a curriculum

Module 6 : Competency Based Analysis

  • Measurement of individual
    • Knowledge
    • Skills
    • Capabilities a.k.a. abilities
  • Matching current competency of an individual
    • job and task
    • roles and responsibilities

Module 7 : Learner Analysis

  • Identifying learning styles based on
    • personality profiling
    • knowledge and skill level – competencies
    • attitudes and motivation to learn/perform
    • literacy
    • tool and equipment skills
    • cultural and diversity challenge

*This is a standard Outline , we can tailor made to suit to your needs. Do contact us for more detail.

Back