Training Needs Analysis (TNA) (PowerPoint PPTX)

Training Needs Analysis (TNA) 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 from a list provided. To be effective, a TNA has to address business needs and close performance gaps. With the right approach and understanding, you will be able to conduct an effective TNA 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 TNA, understand the key components of a TNA, and acquire detailed knowledge on the nine-step process for conducting a TNA.

Note: This presentation comes with a complimentary TNA template (supplemental document) for the documentation of training and development needs during performance appraisal.

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