training need analysis (TNA)

7/27/2019 training need analysis (TNA)

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Needs Analysis

Chapter #4


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Learning Outcomes

By the conclusion of this discussion youshould:

Understand the purpose and process ofconducting a training needs analysis at each ofthe three levels:

Organizational

Operational Person

Have the information necessary to conduct yourown training needs analysis.


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Purpose of Needs Analysis

Determines performance deficiencies

(Expected PerformanceActual Performance)

reactiveproactive

Determines causes and solutions

Provides pre-training benchmark

Focuses training

Provides starting point


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What TNA should do?

Increase chances that the time and money

spent on training will be well spent.

Determine the benchmark for evaluation of

training.

Increase the motivation of participants.

Align training activities with the strategic

plan.


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Needs Analysis Process

Triggers

Red FlagsLack of basic skills

Poor performance

Technology

Customer demands

Innovation

Raising the bar

New job

Regulations

New direction

Organizational

change

Organization

analysis

Personanalysis

Operational

analysis

What is the context?

Who needs training?

Training

needs

OutcomesLearning focus

Participants

TypeTiming

Resources

Other HR/

business

solutions

Non-trainingneeds

Where is training needed?


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Organizational Analysis

Looks at the internal environment anddetermines its fit with organizational goals andobjectives.

1. Define mission and strategies & current standings

2. Examine resources and allocation of resources

3. Analyze internal environment

4. Impact of internal environment on transfer

Outcome: A determination of where theorganization wishes to be (EP) and where theorganization is (AP) and which areas need to befocused on in order to close the gap.


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Operational Analysis/Job Analysis

Examines the specific jobs to determine thetasks required and the KSAs necessary to

perform job at expected level (EP)

Analysis steps:

1. Conduct a job analysis

2. Identify any roadblocks in the task environment

Outcome: Expected performance (EP) ofindividuals in the location specified in theorganizational analysis. A list of KSAs andtasks required.


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Person Needs Analysis

Examination of people performing the job

to determined their actual performance

levels.

Identify Performance Deficiencies(expected performance (EP) - actual performance (AP))


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Personal Analysis Data

Performance appraisal information

360, self-ratings, supervisory ratings

Performance data

Proficiency tests

Attitude surveys


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Group Activity

Divide into groups and discuss a performancedeficiency:

Bad grades

Absenteeism and/or tardiness

Customer service

List possible causes of performance deficiency.

One scribe from each group will list ideas onboard

Complete in 5 minutes


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Outcomes of TNA

Dont Know HowLack KSA

CantLack su pport, author i ty, too ls

WontLack mot ivation

Train

Non-training

Give what is needed,

remove obstacles

Non-trainingGive reasons,

create consequences


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Group Activity Part #2

Categorize all the performance gaps intoone of the three outcome categories:

Dont Know HowCant

Wont

One scribe from each group will update listideas on board

Complete in 3 minutes


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TNA Data

All three areas are highly inter-related.

Can conduct all levels at the same time.

Development of employees should be top

priority.

Employees must have a positive perceptions

about the TNA process.


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Fabrics Inc.

Needs Analysis Example


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Conclusion

The training needs analysis (TNA) process

is vital to designing, developing,

facilitating, and evaluating an effectivetraining program.

Conducting a TNA involves in depth

investigative research on all three levels:organizational, operational and person.

training need analysis (TNA)

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