What is the difference between proactive and reactive TNA? When is proactive better?

Proactive TNA is strategic and carefully planned without a definite problem as the focus. It is
used to deliver new techniques or processes to employees, as well as strengthen existing
expectations.

Reactive TNA happens when a specific problem is pinpointed. For instance, if a worker's
performance problem is evident, reactive TNA is used to correct that specific issue.

Proactive TNA happens when the weaknesses of a work force are unknown and it helps indicate
where help is needed. Reactive TNA occurs when a problem is already obvious, creating the
need for specialized training to correct the specific problem.

Proactive TNA focuses on the creation of the training plan, while reactive TNA focuses on after a problem
has occurred. The proactive approach begins with an assessment of the training needs and a reactive
approach identifies the training needs after a problem has occurred.

Deficiency approach or reactive TNA The focus of training needs analysis is job performance. If people
lack the knowledge or skills necessary to perform successfully the various tasks which comprise their
jobs we have identified training need. If another factor is hindering performance, such as faulty
equipment or low morale, we have identified another type of need. We concentrate on job performance
because it is observable and because it synchronizes with the behaviorist model of learning which figures
so prominently in most thinking about training.

The proactive TNA focuses on future human resource requirements. The HR function needs to be
involved in the development of a strategic plan (SWOT analysis). From the resulting unit objectives, HR
must develop unit strategies and tactics to be sure the organization has employees with the required
KSAs (Knowledge, Skills and Abilities) in each of the critical jobs based on future KSA requirements. Two
approaches can be taken to develop needed KSAs.
• Prepare employees for promotions/ transfers to different jobs.
• Prepare employees for changes in their current jobs.

Reactive approach may be required at times as strategic plans are not meant to be unchangeable and
day to day issues develop that were not anticipated in the strategic planning process.