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Analyzing the Need for Training

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Training needs analysis is concerned with addressing

skills gaps at the organizational level, the group level and

the individual level, and falls under the remit of learning

and development.

Training needs analysis should be conducted at all three

levels to ensure the maximum return from training and

skills throughout the organization.

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The training goals and objectives are developed to

directly address those gaps.

Training Objective:

To prepare the participant to implement a training needs

assessment.

Specific Learning Objectives:

By the end, the participants will be able to:

1. Describe the importance of a training needs

assessment.

2. Explain the importance of standards and guidelines.

3. Summarize how to conduct a training needs

assessment.

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4. Develop tools for a training needs assessment.

5. Describe how to write a training needs assessment

report.

Steps to Conduct a TNA

Step 1: Identify the problem.

• To identify the problem, the desired performance must be

determined and compared to the actual performance.

Step 2: Decide on methodology.

• Who or what should be assessed? Sample size? What

methods should be used?

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• Analyze answers to personal questionnaires.

• Interview key persons.

• Conduct focused workshops with staff in charge of

providers/facilities where training will be conducted.

• Review recent key publications.

• Observe working practices and conditions.

Step 3: Decide on the assessment tools to be used and

develop them.

What tools will be used? Interview? Group discussion?

Questionnaires?

Step 4: Data collecting.

Who should collect the data? Time allocation? Who

should supervise?

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Step 5: Data analysis and presentation.

• Appropriate analytical methods (qualitative and/or

quantitative) should be selected.

Step 6: Causal analysis and recommendations.

Do a causal analysis to determine if poor performance is

linked to the absence of KAS or other root causes. What

training is needed?

Thanks