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How to conduct a TNA with examples
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How to conduct a TNA with Examples
Andy Au-Yeung
September 2023
INTRO
The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training.
A successful training needs analysis will identify those who need training and what kind of training is needed.
It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training.
A TNA helps to put the training resources to good use.
About TNA
About TNA
Question
TNA Checklist
• What is the company trying to accomplish?
• What "needs" will be addressed by the training?
• Any recent process or procedure changes?
• What resources are available for training?
• Who needs to be trained?
• Who can serve as subject matter experts?
• Are any staff going to do the training?
• Which companies provide training materials?
• What are the Knowledge, Skills, and Abilities?
• Review Job Descriptions and Org Charts.
6 Steps in TNA
TNA Process
STEP 1
Identify the Purpose and Scope
Step 1
Clearly define the purpose and scope of the training needs analysis. Determine the specific goals and objectives you want to achieve through the analysis. For example, you may aim to enhance customer service skills within a sales team.
Example
Example
The purpose of the training needs analysis is to identify the skill gaps in the sales team and develop a targeted training program to improve their customer service skills.
STEP 2
Gather Background Information
Step 2
Collect relevant information about the organization, department, or specific group you want to assess. This may include organizational charts, job descriptions, performance feedback, and any existing training materials.
Example
Example
Review sales team performance reports, customer feedback, and job descriptions to gain insights into the current skill levels and performance expectations.
Step 3
Step 3
Determine Data Collection Methods
Select appropriate data collection methods to gather information about training needs. Common methods include surveys, interviews, focus groups, observations, and reviewing existing data and documentation.
Example
Example
Conduct surveys and interviews with sales team members and their supervisors to gather their perspectives on the required customer service skills and identify any specific challenges they face.
Step 4
Collect Data
Step 4
Implement the chosen data collection methods to gather information from relevant stakeholders. Ensure that the data collection process is well-structured and documented to maintain consistency and accuracy.
Example
Example
Administer a survey to the sales team, asking them to rate their proficiency in various customer service skills and provide feedback on areas they believe require improvement. Conduct individual interviews with key stakeholders to gain additional insights.
Step 5
Analyze Data
Step 5
Analyze the collected data to identify common themes, trends, and skill gaps. Look for patterns and prioritize the areas that require immediate attention. Consider both individual and collective training needs.
Example
Example
Analyze survey responses and interview transcripts to identify common areas where sales team members perceive a lack of customer service skills, such as handling customer complaints or building long-term relationships.
Step 6
Set Training Objectives
Step 6
Based on the analysis, determine specific and measurable training objectives that address the identified skill gaps. These objectives should be aligned with the overall goals of the organization or department.
Example
Example
Develop a training plan that includes a combination of classroom-style workshops to practice complaint handling techniques, e-learning modules to enhance active listening skills, and a mentorship program to provide guidance on building customer relationships.
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