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BENEFITS OF DOCUMENT
  1. Understand the nature and importance of conducting a Training Needs Analysis.
  2. Apply the nine-step process for conducting an effective Training Needs Analysis.

DOCUMENT DESCRIPTION

Training needs analysis is not a compilation of employees' training wants. Neither is it simply talking to a few supervisors or circulating a memo to supervisors asking them to rank the courses listed. To be effective, a training needs analysis has to address business needs and close performance gaps. With the right approach and understanding, you will be able to conduct an effective training needs analysis that ensures training is targeted at the right competencies, the right employees and is addressing a business need.

In this training powerpoint, you will learn the meaning and importance of conducting a training needs analysis, understand the components of a training needs analysis, and acquire detailed knowledge on the nine-step process for conducting a training needs analysis.

LEARNING OBJECTIVES

1. Understand the meaning and importance of conducting a Training Needs Analysis
2. Gain knowledge on the components of a Training Needs Analysis
3. Understand the common training and evaluation models
4. Acquire detailed knowledge on the nine-step process for conducting a Training Needs Analysis

CONTENTS

1. What Is Training Needs Analysis
What is a Need?
What is Training Needs Analysis?
What Training Needs Analysis Is Not
The ADDIE Model
What is the Impact of a Poorly Designed Training Needs Analysis?
Scope of Training Needs Analysis
Classification of Training Needs

2. Components of a Training Needs Analysis
Components of a Training Needs Analysis
Organizational Needs Analysis
Task/Job Analysis
Person Analysis
The Causes & Outcomes of a Training Needs Analysis
Key Concerns of Management and Trainers in Needs Analysis
The Kirkpatrick Training Evaluation Model

3. How to Conduct a Training Needs Analysis?
Nine Steps of Training Needs Analysis
Step 1 - Determine Desired Outcomes
Step 2 - Link Desired Outcomes with Employee Behavior
Step 3 - Identify Trainable Competencies
Step 4 - Evaluate Competencies & Determine Gaps
Step 5 - Prioritize Training Needs
Step 6 - Determine Training Method
Step 7 - Conduct Cost-Benefit Analysis
Step 8 - Report Analysis & Findings
Step 9 - Plan for Training Evaluation
Summary

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Source: Training Needs Analysis (TNA) PowerPoint document

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Training Needs Analysis (TNA)

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This business document is categorized under the function(s): Operations   Organization, Change, & HR  

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File Type: PowerPoint (pptx)

File Size: 5 MB

Number of Slides: 72

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Initial upload date (first version): Feb 25, 2016
Most recent version published: Aug 8, 2016

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