DAY 1: SESSION 2

Contents:

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 Training Needs Analysis (TNA) Phase
TNA and Benefits
• The Training Needs Analysis (or Assessment) determines the
direction and outline of the training based on the needs in
the target workplace.
• This TNA phase identifies performance gaps within an
organisation, and determines what training programmes can
contribute to addressing the identified gaps.
• At the end of this phase, the direction for the various
elements of training such as who, what, when, and where
will be determined.

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 Training Needs Analysis (TNA) Phase
Steps of TNA
The TNA is generally conducted by following the steps below:

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 Training Needs Analysis (TNA) Phase
Step 1: Performance Gap Identification
• Training needs are hidden in the gaps between ideal
performance and reality.
• Performance gaps in an organisation can be
identified by the three levels of analysis, namely-
(a) organisational analysis
(b) job analysis and
(c) individual analysis

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 Training Needs Analysis (TNA) Phase
Step 1: Performance Gap Identification
a. Organisational Analysis
• In this analysis, visions, goals and objectives of the
organisation are identified first as the ideal
expected performance level.
• Then the actual situation against the ideal
performance is analyzed as gaps and causes of the
gaps are subsequently identified.

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 Training Needs Analysis (TNA) Phase
Step 1: Performance Gap Identification
b. Job Analysis
• In this analysis, the knowledge, skills, attitudes and competencies
needed to achieve optimum performance to fulfill the jobs are
identified. This analysis can be conducted by targeting specific
jobs or groups of jobs if organisational analysis had identified
focus areas to be analyzed.
• Data can be gathered from the documents and methods below:
 Job description
 Literature about the job
 Performance standards
 KSA analysis (i.e. analyzing required capability using three
viewpoints- Knowledge, Skill, Attitude)

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 Training Needs Analysis (TNA) Phase
Step 1: Performance Gap Identification

c. Individual Analysis
• In the individual analysis, the current level of
knowledge, skill, attitude and competencies of
organisational members is analyzed
• The performance gaps against expected levels,
which can be identified by job analysis and causes
of the gaps, are subsequently identified.

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 Training Needs Analysis (TNA) Phase
Step 1: Performance Gap Identification
Integration of Three Levels of Analysis
After the three levels of analysis, all the analyses are
integrated and the performance gaps and causes are
identified. In addition to the above, the review of
current training methods provides important
information.

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 Training Needs Analysis (TNA) Phase
Step-2: Justification of Training
• This step justifies (or finds out if) whether the
training can fill the identified gaps & determines
where training is needed and under what
conditions it will be conducted effectively.
• It is important to analyze which of the gaps can
be fulfilled by training. Often gaps can be better
solved by other means.

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 Training Needs Analysis (TNA) Phase
Step-3: Target Analysis
• This step identifies the teaching methods by analyzing the
target participants.
• There are two factors to analyze:
 Current level of the target participants
 Learning style that is appropriate for the target participants
• The current level of the target participants is analyzed in
knowledge, skill, and attitude in order to identify prerequisites
of the training.
• Working modality, learning habit etc. of the target participants
are analyzed in order to identify their favourite ways of
learning and learning conditions.

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 Training Needs Analysis (TNA) Phase
Step-4: Training Outline Setting
• This step makes outline of the training clearer by describing
the ideal situation of the respective members’ performance,
which is the target behaviours. These target behaviours
should be determined in such a way that they can be
measured by assessment.
• It is recommended to describe outline of the training
through the points below:
 Title of the training course
 Target participants
 Training objective
 Target behaviours
 System of implementation

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 Training Needs Analysis (TNA) Phase
Step-4: Training Outline Setting
• Training objective includes what is expected to be
achieved, what problems are to be solved, and
the level of participants need to achieve.
• The System of implementation involves timing of
implementation, recruitment of participants,
relationships with existing HRM system and other
training courses.

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 Training Needs Analysis (TNA) Phase
Step-5: Cost Analysis
• This step makes clear the cost necessary to develop,
implement, and evaluate the training.
• There are five points below to consider:
 Cost for designing of curriculum
 Cost for development of materials
 Cost for operation (implementation)
 Cost for evaluation
 Cost for the participants
• With all these calculations, feasibility for the training will be determined.
• If not feasible, go back to the previous steps and review the training outline.

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 Training Needs Analysis (TNA) Phase
Step-6: Proposal Summary
• All the data gathered and analyzed is to be summarized into
a training proposal.
• The training proposal should include the content below:
 Analysis of performance gaps and current issues in
the organisation
 Justification of training (how to solve the gaps by
training, which areas are to be addressed by training)
 Target Analysis and Outline of the proposed training
 Suggestions and issues to be considered for design
and development of the proposed training course

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 Training Needs Analysis (TNA) Phase
TNA Methods
 Methods of Data Gathering
• For data gathering, prepare a table to identify what
information will be obtained from whom and how. The steps
for making table are indicated as below.
Step-1: Mapping necessary data: List data to be gathered in
two categories of external environment and internal
environment such as Economic situation, Political situation,
and so forth.
Step-2: Identify what data can be gathered, how and
where?: Examine how and where each data can be
obtained and summarize it into a table.

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 Training Needs Analysis (TNA) Phase
TNA Methods
• Based on the table, Determine the method of data gathering such
as interview, questionnaire, observation etc.
• There are two kinds of data namely quantitative (outputs, cost,
time etc.) data and qualitative (feelings, attitude etc.) data.
• The advantages and disadvantages of the methods are shown
below:

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 Training Needs Analysis (TNA) Phase
TNA Methods

• In addition to methods mentioned before, Tests,

Group Problem analysis, Records and Report
Studies, Job analysis and Performance Reviews are
also used for TNA data gathering.

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