Training Needs Analysis

EDUC 129
Training Needs Analysis

-is a process that a business goes through in order to determine all

the training that needs to be completed in a certain period to
allow their team to complete their job as effectively as possible,
as well as progress and grow.

-Objective of the training

-Crucial step for any training program

-Helps the trainers to identify program

-helps the trainer to identify the requirements and

design a successful training program.

-helps trainer to be confident in delivering the

objectives of the training
The training cycle includes the
following 4 phases:

1. Identify
2. Develop
3. Implement
4. Evaluate
Learning principles
a. Training should motivate the learner
b. Training should invite active participation of the
learner
c. It should provide continuous and constructive
feedback to learners.
d. It should fulfill the organization’s purpose of
training the employees to meet organizations goals.
e. Trainings should provide opportunities for repetition
of the learning.
Factors to Consider in TNA

1. Trainingprogram must provide opportunities to

the learners to practice what they have learned.
2. Trainingprogram must be designed to encourage
the active participation of the trainees or
participants of the training.
3. Trainingprogram must allow the transfer of
learning to take place from a training to the
actual job or academic excellence.
Knowledge-Skills and
Abilities(KSAs)

Knowledge is information or data particular and specific to a subject, empowering a man to

comprehend a subject to satisfactory level.
The TNA Process
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.
McGhee and Thayer’s Three-Level
Analysis
1. Organizational Analysis- Looking at how you can
address gaps with the ultimately good being the
alignment of business and training strategies

2. Task Analysis- more specific and its way to gauge

specific knowledge skills and levels of expertise.

3. Personal Analysis- process of conducting TNA

from individual standpoint.
Seven Learning Styles
1. Visual Learner
2. Aural Learner
3. Verbal Learner
4. Physical Learner
5. Logical Learner
6. Social Learner
7. Solitary Learner