A TNA considers the skills, knowledge, emotional intelligence and behaviours that the people who work for an organisation need, and how to develop them effectively.
Training needs analysis is ideally undertaken at 3 levels (organisational, team and individual). These three levels are interlinked, and using this structure will help ensure a balanced analysis of training requirements that takes into account the entire strategic picture as well as the specific needs of individuals within the organisation.
Our professional team can carry out a training needs analysis involving a range of depths and sophistication. This can include a full three level analysis of all jobs or an organisational analysis can be conducted and supported by samples at team and individual level. By looking at real life scenarios and existing human resources, our team can identify important skill gaps in the workplace where more training may be required.
The outcome of the training needs analysis will enable the creation of a robust learning and development plan, linked to organisational, team and individual objectives – this can be achieved through graphical representation of the goals of the organization, alongside performance appraisals and a training plan for staff.
- Once you have a strategic picture of your organisation’s objectives, performance and future direction, this can be reviewed from the perspective of the knowledge, skills and behaviours that can help your organisation to build on its strengths and address weaknesses. Training/learning needs analysis at this level would start with a review of the organisation’s strategic and operational plans. We will give you the knowledge and authoring tools necessary to identify training gaps with your organisation.
- Analysis of training/learning needs should also be undertaken at department/team level. This usually means reviewing the competency needs and skill sets within a team against the team’s own objectives and desired business objectives. It will involve taking into account both the needs of individuals, but also anything that can help the department/team to work together as effectively as possible. This will generally include consideration of information gained from appraisals or performance reviews. Reference can also be made to relevant competency frameworks for jobs or types of work.
- Appraisal and supervision one-to-one meetings allow individuals to reflect on their own training/learning needs in relation to their work objectives. This helps to identify what needs to improve – whether this be through a training program that they are required to complete or other continued professional development.