Post on 14-Apr-2018
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Needs Analysis
Chapter #4
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Learning Outcomes
By the conclusion of this discussion youshould:
Understand the purpose and process ofconducting a training needs analysis at each ofthe three levels:
Organizational
Operational Person
Have the information necessary to conduct yourown training needs analysis.
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Purpose of Needs Analysis
Determines performance deficiencies
(Expected PerformanceActual Performance)
reactiveproactive
Determines causes and solutions
Provides pre-training benchmark
Focuses training
Provides starting point
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What TNA should do?
Increase chances that the time and money
spent on training will be well spent.
Determine the benchmark for evaluation of
training.
Increase the motivation of participants.
Align training activities with the strategic
plan.
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Needs Analysis Process
Triggers
Red FlagsLack of basic skills
Poor performance
Technology
Customer demands
Innovation
Raising the bar
New job
Regulations
New direction
Organizational
change
Organization
analysis
Personanalysis
Operational
analysis
What is the context?
Who needs training?
Training
needs
OutcomesLearning focus
Participants
TypeTiming
Resources
Other HR/
business
solutions
Non-trainingneeds
Where is training needed?
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Organizational Analysis
Looks at the internal environment anddetermines its fit with organizational goals andobjectives.
1. Define mission and strategies & current standings
2. Examine resources and allocation of resources
3. Analyze internal environment
4. Impact of internal environment on transfer
Outcome: A determination of where theorganization wishes to be (EP) and where theorganization is (AP) and which areas need to befocused on in order to close the gap.
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Operational Analysis/Job Analysis
Examines the specific jobs to determine thetasks required and the KSAs necessary to
perform job at expected level (EP)
Analysis steps:
1. Conduct a job analysis
2. Identify any roadblocks in the task environment
Outcome: Expected performance (EP) ofindividuals in the location specified in theorganizational analysis. A list of KSAs andtasks required.
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Person Needs Analysis
Examination of people performing the job
to determined their actual performance
levels.
Identify Performance Deficiencies(expected performance (EP) - actual performance (AP))
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Personal Analysis Data
Performance appraisal information
360, self-ratings, supervisory ratings
Performance data
Proficiency tests
Attitude surveys
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Group Activity
Divide into groups and discuss a performancedeficiency:
Bad grades
Absenteeism and/or tardiness
Customer service
List possible causes of performance deficiency.
One scribe from each group will list ideas onboard
Complete in 5 minutes
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Outcomes of TNA
Dont Know HowLack KSA
CantLack su pport, author i ty, too ls
WontLack mot ivation
Train
Non-training
Give what is needed,
remove obstacles
Non-trainingGive reasons,
create consequences
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Group Activity Part #2
Categorize all the performance gaps intoone of the three outcome categories:
Dont Know HowCant
Wont
One scribe from each group will update listideas on board
Complete in 3 minutes
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TNA Data
All three areas are highly inter-related.
Can conduct all levels at the same time.
Development of employees should be top
priority.
Employees must have a positive perceptions
about the TNA process.
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Fabrics Inc.
Needs Analysis Example
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Conclusion
The training needs analysis (TNA) process
is vital to designing, developing,
facilitating, and evaluating an effectivetraining program.
Conducting a TNA involves in depth
investigative research on all three levels:organizational, operational and person.