Why do a Training Needs Analysis? - by HELEN CARR

DEFINITION
The Training Needs Analysis (TNA) – also known as a gap needs analysis – identifi es performance gaps by isolating the difference between current and future performance. This is achieved by collecting both qualitative and quantitative data for analysis.

THREE LEVELS
The TNA typically identifi es performance gaps impacting on organisational performance at three different levels e.g. industry needs - to be industry leaders; company needs - to achieve market share; department needs - to achieve sales targets; team needs - to improve teamwork, or individual needs - to increase productivity. All well-designed, results-based, comprehensive training programs consider the outcomes of a TNA by including the identifi ed performance needs in the program objectives.

KEY BENEFITS
There are many benefi ts of a well planned and systematically-implemented TNA. The age-old saying, prior preparation and planning prevents poor performance, relates directly to a TNA.

Today, diligent training practitioners are pleased to fi nd that the results of training programs are being reported more frequently at company executive/ board meetings. This is great news for program developers as it confi rms that outputs from training are being linked to the company’s strategic objectives: a key focus during the TNA phase.

A fundamental benefi t of the TNA is that the training programs delivered stem from the identifi cation of actual performance needs. Whilst this may seem perfectly logical, in many instances, particularly the public sector, training programs are offered to participants simply based on a training schedule that operates from one year to the next. Any program delivered based on performance needs is well-positioned to achieve outstanding results, again a strong case to conduct a TNA.

For complete article Subscribe Now