Module 1: Foundations of Training Need Analysis

• What Training Need Analysis Is — and Why It Matters
• The Foundational Vocabulary: Five Concepts You Must Not Conflate
• TNA as a Strategic Business Lever
• The Cost of Skipping Analysis: Pitfalls and the Training/Non-Training Decision

Module 2: Distinguishing Training Requests from Learning Needs

• From Requests to Real Needs: Why the Distinction Matters
• Key Terms: Requests, Needs, Performance Gaps, and Non-Training Causes
• How to Tell a Request from a Genuine Learning Need
• Diagnostic Frameworks: Is Training the Right Solution?

Module 3: The Business Case for TNA: Linking Learning to Strategy

• Why the Business Case Comes First
• When Training Is and Is Not the Answer
• Building the Business Case: ROI, Line of Sight, and the Template
• Making the Case to Stakeholders and Avoiding Failure

Module 4: Organizational Analysis for TNA

• Seeing the Big Picture: Why Organizational Analysis Comes First
• The Five Domains of Organizational Context
• Capability Gaps, Constraints, and Readiness for Change
• Conducting the Analysis: Questions and a Five-Step Process

Module 5: Task and Competency Analysis

• From Organizational Need to Learnable Content: The Middle Level
• Task Analysis: Decomposing the Work
• Conducting a Task Analysis: A Working Procedure
• Competency Analysis and Competency Modeling

Module 6: Person Analysis and Audience Segmentation

• What Person Analysis Answers
• The Adult Learner: Readiness, Motivation, and Prior Experience
• Audience Segmentation and Learner Personas
• From Individual Gaps to Development Needs

Module 7: Competency Modeling and Skills Frameworks

• From Task Analysis to Competency: The Missing Link
• Anatomy of a Competency and the Types of Framework
• Building and Validating a Competency Model
• Skills Taxonomies and the Skills-Based Organization

Module 8: Diagnosing Performance Gaps: Data Collection and Root Cause Analysis

• From Performance Gap to Diagnosis: The Central Discipline
• The Families of Root Cause: Why Performance Falls Short
• Root-Cause Tools: Five Whys and the Fishbone Diagram
• Is Training the Answer? The Training-vs-Non-Training Screen

Module 9: Data-Collection Methods: Surveys, Interviews, and Observation

• The Data-Collection Toolkit: Matching Method to Question
• Designing Surveys That Yield Decision-Grade Data
• Interviews and Focus Groups: Structured Conversation
• Observation and Extant-Data Review: Seeing the Work Itself

Module 10: Gap Analysis and Performance Metrics

• What Gap Analysis Is: Turning a Shortfall into a Measured Difference
• Setting the Benchmark and Measuring Current Proficiency
• Performance Metrics: Sizing the Gap and Its Business Cost
• From Measured Gaps to Priorities: Weighting, Ranking, and Validating