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Amazing information on Training Needs Analysis to blow your mind

Hey guys. 🙂 TNA i.e., Training needs analysis is a very important topic which i am going to brief out in this article. When we talk about training, what is the first thing that comes in your mind? Let me guess. Training means to teach or train someone, so that his skills and performance capability improves within his work environment. If you need to train an individual or a group of people, then it is important for you to find out the needs and purpose of that training.

For example, If i am the owner of a company and i need to add on a new department. What will be my first job? To hire people for that department, right? Yes. Then my next important job will be to train those people for their respective department. Now, here comes the important thing i.e., i should first analyse the needs of that training. I will have to check the purpose of the training too. I need to make a plan beforehand, that what are the training needs and how it will work. All this analysis will lead to a successful training which will further benefit my company and its employees . So, Training needs analysis(TNP) plays an important role.

This article will cover the following important points that you must know:

  • What is a Training Needs Analysis?
  • What is the purpose to conduct a Training Needs Analysis?
  • Types of Training Needs Analysis
  • Training Needs Analysis methods
  • Training Needs Analysis Questionnaire

So, let’s move on to explaining these useful points.

1)What is a Training Needs Analysis?

In today’s time, working techniques have grown onto a next level. Companies need to train their employees so that they can polish themselves according to these latest techniques. Employees need to be trained to perform complex tasks in an efficient, cost-effective and safe manner. You need to identify the need of training at the right time, when you see the performance of the employees going down.

Training Needs Analysis is the process of recognizing the gap between employee training and needs of training. TNA involves the procedure to determine, whether the training will bring out the solution to the problem or not.Training needs analysis looks at each aspect of an operational domain, due to which effective training is given to the employees.

TNA is often used as a part of the system development process. It is because of the close bond between the design of the system and the training required. In most cases, TNA runs side by side to the development, so as to capture the training requirements.

A training needs analysis is a systematic approach to find out training needs to take place. TNA considers: Business needs, current competencies, cost, training methods and effectiveness.

2) Purpose of Training needs Analysis(TNA)

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Following are the points which will let you know that, why to conduct a training needs analysis:

  • TNA ensures that the training is targeted in the correct areas, where there is need of improvement.
  • A poorly designed training: addresses the wrong competencies,trains the wrong people and uses the wrong training methods. TNA prevents all this from happening.
  • Training needs analysis works on clarifying training needs.
  • Due to TNA, you are able to correctly address and identify the training needs.
  • TNA helps you choose wisely that who all need to be trained and of which department.
  • TNA addresses following questions which will clear your mind too:
    1. What training is needed and why?
    2. Who needs training?
    3. Where is the training needed?
    4. How will training be provided?
    5. What will be the impact on business?
    6. How much will training cost?
  • TNA builds a formal bridge between the available design data and the training media and training objectives.
  • The training gap is identified by a comparison between the goals and tasks undertaken by the individuals and the existing training. This is done by training needs analysis.
  • TNA helps ous to look upon a wide variety of training media, that can be used from traditional lecture-based teaching to sophisticated simulators.

Following are some of the fixed benefits that we get from TNA:

  1. TNA speeds up the transition of adopting change.
  2. It reduces the risk on the business by ensuring that your people are fully prepared for any future changes.
  3. TNA helps the trainee to achieve their goals and dreams in life.
  • TNA gives you accurate results. It gives you a plan to ensure that your training will be targeted and actively effective.
  • Through TNA, you will find out exactly what your employees need to know so that they can achieve their goals.

So, I guess now you know, that why it is important to conduct a Training needs analysis. It is better to plan first rather than regret later. Now, that we are clear with this topic, let’s move on to our next topic i.e., types of training needs analysis.

3) Types Of Training needs analysis

These days, every office wants their employees to be independent thinkers. People who are responsible for making good decisions, based on limited information. So, you need to provide them such kind of a training, if they don’t possess these qualities.

Now, before going on to the type of TNA, it is important for you to know that what are those skills or qualities that your employees need to know. So, following is the list of various skills or capabilities that the employees need to have:

  • Adaptability- the employee needs to adapt things very quickly and efficiently.
  • Analytical Skills- he/she analyse things in the required manner and also think out of the box. This skill should be really powerful.
  • Action Orientation- take correct actions when required and work towards the goal.
  • Business Knowledge- should have good knowledge of the business which he/she is dealing with.
  • Coaching/ Employee Development- this is very important for the development process.
  • Communication- good communication skills is a must these days. It is important because the employee should know, how to deal with clients or nay other person so as to sort out the situation in hand. It is also for personality development which marks an impact.
  • Customer Focus- the customer is your first priority. The focus of an employee should be on their customers with whom they deal.
  • Decision Making- good decision makers. They should be able to take wise decisions regarding business.

Some of the other skills and Abilities are:

  • Innovation- the employee should be able to bring out innovative ideas for the progress of his/her company. New innovations lead to development.
  • Interpersonal Skills- this includes having skills to be able to communicate well with other employees. Each employee should possess these skills as it leads to lesser fights within the office or less tensions.
  • Leadership- this quality is a also a must. Leadership quality makes a person progressive and thus he/she is able to manage people in his/her team very well.
  • Planning- this is the key to success. A person should know, how to plan before enacting onto things. This sorts out things in a better manner.
  • Problem Solving- well, problems are everywhere. An employee should know, what actions to take when an issue arises. He/she should be wise enough to deal with the problem.
  • Teamwork- Nothing can be done without teamwork. A company’s success lies with teeam work where all employees work together having one goal in mind.
  • Fiscal Management, Global Perspective, Establishing Objectives, Risk Management, Persuasion and Influence, Project Management, Results Orientation, Self-Management and Technology.

So, these were some of the important skills and techniques that an employee needs to possess. Now let’s check out the types of training needs analysis based on these skills and abilities.

Types of Training needs analysis

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Following types of needs analysis, will help you to know that what type of training should be given and at what time.

i. Organisational Analysis

This is an analysis of the business needs. It focuses on the areas where the organization, as a whole needs improvement. It includes analysis of the organisation’s objectives, goals and strategies. You need to first identify that what is the organisation trying to achieve overall?

Following are the questions which are answered from this type of analysis:

  • Who decided that the training should be conducted?
  • Why a training program is treated as the only recommended solution to a business problem?
  • what is the history of the organisation with respect to the employee training?

ii. Person Analysis

This type of analysis deals with potential participants and instructors involved in the process.
This type of analysis answers following questions:

  • Who will receive the training?
  • What is their existing level of knowledge on the subject?
  • What is their learning style?
  • Who will conduct the training?
  • Do the employees already have the required skills?
  • Are there any changes to the policies, procedures, equipment or software that requires training?

iii. Work analysis/Task analysis?

This is the analysis of the tasks which are being performed. It’s ana analysis of the job and the requirements for performing the work. This analysis seeks to specify the main duties and skill level required. It helps to ensure that the training which is being given, will include relevant links to the content of the job.

iv. Performance Analysis

This type of analysis deals with the issue, that whether the employees are performing up to the established standard or not? If the performance is below the expectations, then whether the training can help them improve with their performance levels? Is there any performance gap? All these questions are answered within this type of analysis.

v. Content Analysis

This type of analysis includes analysis of documents, laws, procedures used on the job. It also answers questions about what knowledge or information is used on this job. This information comes from manuals, regulations or documents. It is very important to keep in check that the content of the training doesn’t conflict with the job requirements. The SME will recognise the appropriate content flow.

vi. Training Suitability Analysis

As the name itself suggests, this type of need analysis deals with the analysis of whether training is the desired solution. Training acts as the ultimate solution to several employment issues. However, it is important to first analyse whether training is the right option or not. You need to check that which training is suitable for whom and when? This is the where, this type of training needs analysis comes to your rescue.

vii. Cost-Benefit Analysis

This type of analysis deals with the return on investment(ROI) of training. Effective training ends in a return of value to the organisation that is greater than the initial investment. It is to produce or administer the training.

So, these were the types of training needs analysis(TNA). I am sure, that some of your doubts about TNA would have been cleared. But yes, it’s not the end yet. Let’s jump on to our next point i.e., training needs analysis methods.

4) Methods of Training needs analysis

Now that i have talked a lot about TNA. Let’s talk about the method or steps to conduct a training needs analysis.

Step 1: Determine desired outcomes

  • Clear your mind and find out the goal of the training.
  • That goal should relate with your business objective.

Step 2: Link outcomes which you want, with employee behavior

  • Recognise behavior, skills, knowledge and qualities that are linked to your desired outcomes.
  • Collect information and data from SME(Subject matter expert) to identify which abilities are critical for achieving the outcomes.

Step 3: Find out Trainable Abilities

  • Evaluate critical abilities that one should possess before the job or in the job.
  • Find out which abilities should be considered before the job or which should be left on the training while in job.

Step 4: Evaluate Abilities and Determine Performance Gaps

  • Evaluate present abilities and find out where there are gaps between current ability and the desired ability.
  • Use: performance evaluations, tests, surveys, self assessments, customer feedback and interviews.

Step 5: Prioritize training needs

Consider the importance of the abilities to the business objectives.

Step 6: Recognise how to conduct training

Training methods can range from: on job training, mentoring and coaching, web-based, conferences, classroom/lecture, reading books and academic programs.

Step 7: Conduct a Cost Benefit Analysis

Step 8: Plan for training evaluation

So, this was the method including 8 steps, of how you can conduct a training needs analysis.

5) Training Needs Analysis Questionnaire

Now, after learning a whole about TNA, following is the link to the questionnaire which will definitely help you, regarding TNA: Questionnaire

So, guys, this was all about Training Needs Analysis. I have tried to cover all the important points which will surely answer your doubts. If u liked this article, then let me know through your comment below and also do subscribe to my Blog.  🙂 For any online assignment help, you can visit our website,
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