Quite simply, Training Needs Analysis (TNA) refers to a systematic process of identifying the kind of training required to identify new skills, knowledge, and attitudes needed by employees to boost performance.
When it comes to training need analysis, you need to understand the components of training needs analysis. Here are some of the analysis types:
Wondering what the training need analysis process flow looks like? Keep going. First, it is important to know that assessments can be done at any time—post hiring, during performance reviews, during career development plans, or even while succession planning. In other words, any change that the organization makes that can directly impact the employees' job will require an assessment. As a thumb rule, organizations should perform the assessments periodically to gather the training requirements of the organization, gauge the employees' knowledge and skills, and analyze the training program's effectiveness.
This is the first step to a successful training program and an integral part of succession planning. The idea is to focus on training areas that are important for employees to achieve their organization's goals, make optimum use of the training cost, and encourage employees to move ahead in their career development path.
The key questions to ask here are: Why is the enterprise conducting a training needs assessment? In some cases, instead of conducting training, other solutions may help solve business issues such as goal clarification, realignment of a department, or employee engagement.
In this phase, the current state of the employee's performance and skills is assessed and compared to the desired level to understand the "gap." A gap analysis can be conducted by gathering data via varying methods:
The gap analysis conducted in the previous step will lend a list of useful training options and needs. This list can be used against the organizational goals to understand whether training is a viable option or not.
Once the training needs as well as options have been assessed, the HR professional can map out a list of training priorities for the employees, the departments, and the company on the whole.
The next logical step is to report findings from the training needs assessment. Based on the data, recommendations can be made for short and long-term training plans and budgets. Remember to prioritize from the training options list. Also, ensure that the report accurately and succinctly summarizes why and how the assessment will be completed. Mention the methods used as well as the key people involved. Finally, provide a timeline within which the training should be complete. Important questions to ask at this stage include:
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