Training need analysis is the systematic process of an organization to identify the training needs

of an employee. It is done to find out the kinds of training that are needed and which methods
will best deliver the needed skills, knowledge, attitude to the employee. The TNA is conducted
to frame training programs at all the levels of the organization. A well planned and designed
assessment helps the organization to a greater extent. Its success largely depends on the
support extended by the organization and its members at all levels.

A Training Need reveals a performance gap, and the gap can be filled with training.  It exists
when the employee does not know how to do the job – it is a lack of knowledge, skills, and
attitudes.

A Non-Training Need reveals a gap, however this gap cannot be filled (or fixed) with training.  It
might encompass workflow, recruitment, or job design.  Employees know how to do the job,
but something else affects their performance.

Training Need Analysis requires three different types of analyses namely:

 Organizational analysis: it involves examination of the business environment, strategies

of the organization and the resources at tits command to determine where training is
needed.

 Task analysis: In task analysis the job description and job specification are reviewed in
order to identify the activities of a particular job and the job knowledge skill level and
attitude required for performing them.

 Person analysis: It requires determining which employees require training and which
employees do not require training. In view of the foregoing person analysis acquires
greater importance determines who actually needs training.

Significance of training need analysis

  Training needs assessment helps in diagnosing the causes of performance deficiency in
employees and prevails upon the organization to take remedial actions.
 Trainers may be informed about the broader needs of the training group and the
organization. Thus paving way for effective training.
 Training needs assessment sharpens the focus and the orientation.
 It helps in reducing the perception gap between the trainees, the trainers, the training
administration and the organization.
 Trainers are able to pitch their course design coverage and inputs closer to the specific
needs of the participants.

Why Training Need Analysis to be conducted?

Training Needs Analysis is a systematic method for determining what caused performance to be
below than expected or required. The main aim and focus of training is performance
improvement. A TNA is important because it helps in identifying the deficiency that can be
corrected by training. There are cases wherein the TNA determines the employees lack of the
necessary KSA’s for their jobs so that training can be used to correct it effectively. Training
managers in the organization make sure the right training is provided to the right persons by
conduction the needs analysis. Training needs analysis help accomplish certain important
things:

 Effective use of time and money spent on training.

 Determining the benchmark for evaluation of training.
 Increasing the participants’ motivation.
 Align the training activities to the strategies and plans of the organization.

Training Needs Assessment Process include following steps:

 Step1 - Identify problem need

 Step2 – Determine Design of Need Analysis
 Step3 – Determine Design of Needs Analysis
  Step4 – Analyze Data
 Setp5 – Provide Feedback
 Step6 – Develop Action Plan

Training Need Assessment in my organization

I am a healthcare professional. A healthcare worker is one who delivers care and services to the
sick and ailing either directly as doctors and nurses or indirectly as helpers, paramedical staff, or
housekeeping personnel. The healthcare industry is a very competitive environment, and
clinical institutions have to deliver an ever higher quality of care – while staying within budget.
A skilled and motivated staff that’s always up-to-date with the latest developments in
techniques and technologies is a huge competitive advantage. That what it is in healthcare
learning is a continuous process, not an episodic event. Continuous learning is key to success
for any organization.

Steps involved in TNA-

TNA process in our organization is being done at various level and time. Where the Training
need are assessed and same being addressed timely:

In case of a new employee-

 At the time of Recruitment: When an employee is being interviewed for the fitment of
the position and selected, the interviewer assesses if there is any kind of training
required by the candidate. During the process of organization orientation or
departmental specific orientation the new joinee is being trained on the same.

 At the time of Probation: An employee is on probation for the period of one year. After
the satisfactory performance of the employee, he is being confirmed with organization.
 During the Probation period his performance is being assessed in every quarter and if
there is any training need identified its being addressed in same quarter.

In case of on boarded employee-

 On the basis of Annual Performance Appraisal: performance Appraisal is an annual

feature. Where the HOD assess the employee’s performance and if he finds any
deficiency in the performance which can be enhanced through the training, then the
HOD put the training need in the assessment column for the employee. Which is
addressed by the training and development department.

 Employee satisfaction survey: on annual basis an employee satisfaction survey is being

organized to understand the satisfaction level among the employees. If there are any
areas of concern from employee perspective which management needs to know and
work on to create a better workplace for employees to work. Based on the survey
outcomes if any training needs arise that will be taken care by the Human Resources
along with the Training & Development cell.

 Audit Requirements: Role of Audits in the healthcare is significant. They consist of

measuring a clinical outcome or a process, against well-defined standards. Aim of
the audit is to highlight the discrepancies between actual practice and standard in order
to identify the changes needed to improve the quality of care.

 Departmental Meetings: Departments have their monthly meetings where thing related
to departmental operations and employee are being discussed. Post the meeting if any
training need is arising same is being forwarded to Training Department for needful.

 Voice of Customer: a weekly VOC is being shared in the HODs meeting whereby if on
any criteria VOC score is low or if require any training intervention to improve the
scores, the same would be shared with training department for necessary actions.
Training need assessment is a continuous process in the organization, which is followed by the
TNA based trainings for better employee performance, improved skill set and knowledge.

In addition to enhancing knowledge and skills, measuring training effectiveness has proven to
be an important tool to boost employee engagement and retention. Results and measurements
of past training also act as critical indicators while planning future workshops. Efficacy of the
Trainings are being monitored in regular intervals i.e monthly, quarterly and annually basis in
our organization.

The improvements required in current TNA process are:-

 Monitoring Techniques: The monitoring process in our organization is solely based on

the Monthly, Quarterly and annual appraisal which is done by line Managers or HOD
basis on the performance of an individual. In this process there are possibilities of
neglecting the other aspects viz. behavioral, ethical, leadership. There should be some
sort of discussions between the appraise and appraiser, interviews / kind of
questionnaire which shall later be reviewed by subject matter expert.

 Communication Gap: Training needs identified for an individual is not shared by the
HOD to the employee. The only intimation they get is to training to be attended hence
the whole purpose of imparting the training gets vanished as few employees does not
understand the very purpose of their being in the training class.

 Digitization of the process: The current system which is followed is paper based, which
consumes lots of man power in printing the appraisal/ Documents, sending them to
HOD for appraisal, taking their inputs on the same documents, then entering the same
into the system for the mapping process and then categorizing the same bases of soft
skills, clinical, entire process is being documented in the employee file. Digitization
 would keep everything readily available even if we want to see the data of an employee
for the whole year of their association with us.

 Data collection and collation: Till date organization is collecting and collating the data
manually. The data is the main ingredient in making a decision. The data shall be
collected through online survey tools like, Survey monkey, Survey sparrow, Qualtrics,
Zoho survey.

 Inapt Training Needs: At times certain needs identified is not sync with the
organizational / vision vis-à-vis job profile of employee where trainee feel disconnected
with the programs attended by them.

 Tailor made training program: The design of the training program has to synch with the
Organizational strategy, category of employee i.e showcasing Empathy for a Doctor is
separate than an Administrative staff.

 Training program designing: Technological intervention is what we are partially lacking

in our organization while designing the program. Design of the programs must consider
employing digital skills, including Machine learning, Deep learning, AR/VR techniques. It
must be including the changing landscape of technology where newer skills are getting
including at a faster rate. It must include Technology and human factors too. HID
(Human interface design), is an important element that has to be included while
designing the training programs. Design must include and address every skill set of the
employees.

 Introducing Simulation based Trainings: Simulation based trainings are not yet
introduced in our existing system. One of the ways to enhance clinical competence is
through Medical Simulation training. The training has been proven to have many
advantages which help to improve medical practitioners’ competencies, and in return,
improve patient safety and reduce health care costs. Medical simulation allows the
acquisition of clinical skills through hands-on practice rather than an apprentice style of
 learning. With the recent advancement in technology, simulation tools serve as an
alternative to real patients, which allow trainees to perform procedural mistakes and
learn from them without the fear of harming the patient. While hands-on learning with
real patients cannot be completely replaced, simulation training provides a safe
environment for learning. Making mistakes can be a valuable part of the learning
process. In the simulation environment, patients are not put at risk.

 Preparing a learning objective: Sometimes preparing and implementing a training

program does not fulfill the purpose but explaining the learner the objective as very
fewer can connect without that part. The objective has to explain what is supposed to
be done and can also include how the same can be handled incepting the future
technologies which is also The objective has to stoke the interest in the minds of the
individual with a futuristic view as what all the training can offer than just the one liner
explaining the current task at hand. The objective has to handle the human and
technological designs at hand seamlessly. The objective has to handle and be
measurable, which can employ and use all the business analytical tool.

 Designing a Training material: The training material should be actually made much
simpler and readable by all the employees of the organization. Communication gap is
actually a silent killer which we don’t realize earlier. The training material should include
hints of futuristic technologies too.

 Evaluation of the Training: It shouldn’t be done for the sake of formality just to comply
or fulfill certain protocols of the organization. It would be difficult to ascertain the
correct or accurate outcome if it is not done properly. Evaluation should be more
analytics oriented, the reason an analytical tool shall help with better insights in
providing the future actions for improvement. Evaluation should be more towards
making the quality of the training program better than to quantify the trainees with
marks. Evaluation should be aligned towards assessing the digital skills of the trainees.
Evaluation should be designed in such a way to stoke the interest in futuristic
technologies for the training. Evaluation should be aligned towards making the training
and learning make experience achieve greater. Evaluation should be in a helpful manner
stoking the interests of the employee and education.