A TNA considers the skills, knowledge, emotional intelligence and behaviours that you or the people who work for the 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 that takes into account the strategic picture as well as the specific needs of individuals. 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. In this analysis, your subject matter expert will take real life scenarios and human resource into account whilst carrying out the process of identifying skill gaps.
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. Competencies are generally statements of effective behaviour in meeting a particular outcome.
- Appraisal and supervision one-to-one meetings allow individuals to reflect on their own training/learning needs in relation to their work objectives and what additional skills and learning they need to improve what they do – whether this be through a training program that they are required to complete to improve their communication skills and identification of critical incidents.