Training Needs Analysis (TNA) Training Course

Course Overview

Learning Objectives

• Analyze the purpose, scope, and levels of training needs analysis and define the TNA scope for a selected area of the participant's organization on Day 1.
• Distinguish performance gaps that can be solved through training from those requiring process, system, resource, or management solutions.
• Apply organizational-level analysis to link strategic objectives, change initiatives, and regulatory requirements to capability needs.
• Develop role-level analysis using job descriptions, task analysis, and competency frameworks to define required performance standards.
• Design data collection tools, including surveys, interview guides, focus group plans, and competency assessment forms.
• Apply appropriate data collection methods and sampling approaches to ensure reliable and representative results.
• Evaluate collected data to identify gaps between current and required performance at individual, team, and organizational levels.
• Implement a prioritization framework that ranks needs by business impact, risk, urgency, number of employees affected, and cost.
• Align TNA findings with the annual training plan, individual development plans, and performance management processes.
• Design a TNA report that presents findings, priorities, and recommended solutions clearly to senior management by the end of Day 5.

Who Should Attend

Learning Outcomes

• By the end of the course, participants will be able to:
• Plan a TNA project with a defined scope, stakeholders, methods, timeline, and responsibilities.
• Apply a performance analysis approach to decide whether training is the right solution to a problem.
• Identify organizational capability needs arising from strategy, change initiatives, and compliance requirements.
• Conduct task and competency analysis to define what effective performance looks like in a specific role.
• Build and use surveys, interview guides, and assessment tools that produce reliable needs data.
• Facilitate interviews and focus groups with managers and employees to uncover real performance issues.
• Analyze quantitative and qualitative data to produce a clear gap analysis matrix.
• Prioritize training needs using objective criteria rather than individual requests or preferences.
• Recommend suitable learning solutions, such as formal training, on-the-job learning, coaching, or e-learning, for each priority need.
• Present a concise TNA report that secures stakeholder support and informs the training plan and budget.

Course Outline