Training Needs Analysis

Author: Jaydip Gupte

Training Needs Analysis: It does exactly what it says - analyses training needs. But how do you do it, and why? Who needs the training, and what for? In this advice page we look at the TNA process and highlight important tips for making TNA more than just a paper-pushing exercise. 

♦ Start with the 'Bigger Picture'

The first question has to be, why does development need to take place?

The answer to this is to start at the top.

What is your company strategy? Where do you want to be next year? In five years time?

Look at your company mission and corporate plan, if these things exist.
A corporate plan should give you a clear indication of how the company plans to develop in the near future. In an ideal world, you as HR or Training Manager will already be involved in discussions with those making the decisions about the direction the company is taking.

Try to arrange to speak to senior management at this stage about any planned changes which are likely to require new skills or organisational change. There are almost certain to be some!

♦ Cascading Down

The next step is to cascade this information down so that it transfers into concrete steps to help the company employee’s work towards these goals.

A simplistic but relevant example - if the company plans to bring in new technology, some staff will need to train on using and maybe maintaining the equipment. If the organisation is going to undergo major changes in the near future, all staff may benefit from workshops and briefings to help them understand and work with the changes ahead.

Some of these identified needs will be across the organisation, others will be departmental/team specific and others will be specific to an individual.