Corporate Training
Training Needs Analysis (TNA)
Course Objectives
- Define the meaning of the entire training cycle
- Explain the meaning of Training Need Analysis
- Determine the importance of Training Need Analysis
- Clearly define the factors essential for conducting a training need analysis
- Define competencies and explain Knowledge, Skills and Abilities (KSA’s)
- Explain various Training and development perspectives
- Elaborate on the steps involved in the Training Need Analysis process
- Define the components of training need analysis report
- Ascertain the importance of learning styles while conducting Training Need Analysis
- Explain the factors important for design and delivery strategy of any intervention
Who Should Attend?
Human Resource Professionals, Trainers, OD Consultants, Managers of People, Independent Training Professionals, Instructional Designers
Course Outline
Module 1: What is Training Needs Analysis
- Defining the process
- Importance
- Scope
- Formula
- Steps involved in the process
Module 2: Why Training Need Analysis
- Firefighting Vs. Time-consuming
- Cost Vs. Investment
- The performance gap is not always a training issue
Module 3: Elements of Training Need Analysis Process:
- Organisational Analysis
- Task Analysis
- Person Analysis
Module 4: Factors to consider while conducting a TNA:
- Opportunity for the practice of learning
- Active participation – participants inclination
- Relevance in the actual job
Module 5: Steps in TNA Process:
- Current State Analysis
- Desired State Analysis
- Determine the cause of performance gap: What causes the gap: Skills, knowledge, or something else
- Can a learning intervention address the issue? If Yes, build it from there
- If no, communicate to the management that learning intervention cannot address the issue
Module 6: Tools and Techniques for TNA
- Observation
- Interview
- Group Discussion
- Feedback from the management, customers, peers
- Questionnaire
- Focus Group
Module 7: Key stakeholders to be involved:
- The entity asking for training
- The entity engaged in design and development of training
- The participant groups
- The customers (internal and external)
- Other relevant consultants/ interested parties
Module 8: Factors for content design and delivery in TNA
- Pre-training preparations
- Actual training
- Post-training support
Module 9: Consequences of not performing appropriate TNA
- Wrong Content
- Reluctant participants
- Loss of time
- Loss of money
- Failure as a result
Course Objectives
- Define the meaning of the entire training cycle
- Explain the meaning of Training Need Analysis
- Determine the importance of Training Need Analysis
- Clearly define the factors essential for conducting a training need analysis
- Define competencies and explain Knowledge, Skills and Abilities (KSA’s)
- Explain various Training and development perspectives
- Elaborate on the steps involved in the Training Need Analysis process
- Define the components of training need analysis report
- Ascertain the importance of learning styles while conducting Training Need Analysis
- Explain the factors important for design and delivery strategy of any intervention
Who Should Attend?
Human Resource Professionals, Trainers, OD Consultants, Managers of People, Independent Training Professionals, Instructional Designers
Course Outline
Module 1: What is Training Needs Analysis
- Defining the process
- Importance
- Scope
- Formula
- Steps involved in the process
Module 2: Why Training Need Analysis
- Firefighting Vs. Time-consuming
- Cost Vs. Investment
- The performance gap is not always a training issue
Module 3: Elements of Training Need Analysis Process:
- Organisational Analysis
- Task Analysis
- Person Analysis
Module 4: Factors to consider while conducting a TNA:
- Opportunity for the practice of learning
- Active participation – participants inclination
- Relevance in the actual job
Module 5: Steps in TNA Process:
- Current State Analysis
- Desired State Analysis
- Determine the cause of performance gap: What causes the gap: Skills, knowledge, or something else
- Can a learning intervention address the issue? If Yes, build it from there
- If no, communicate to the management that learning intervention cannot address the issue
Module 6: Tools and Techniques for TNA
- Observation
- Interview
- Group Discussion
- Feedback from the management, customers, peers
- Questionnaire
- Focus Group
Module 7: Key stakeholders to be involved:
- The entity asking for training
- The entity engaged in design and development of training
- The participant groups
- The customers (internal and external)
- Other relevant consultants/ interested parties
Module 8: Factors for content design and delivery in TNA
- Pre-training preparations
- Actual training
- Post-training support
Module 9: Consequences of not performing appropriate TNA
- Wrong Content
- Reluctant participants
- Loss of time
- Loss of money
- Failure as a result