Employee Training Needs Analysis in Hertfordshire
Training Needs Analysis (TNA)
A training needs analysis (TNA) identifies training needs at employee, team or organisational level in order to help the organisation to perform effectively. The aim of a TNA is to ensure that training addresses existing problems, is tailored to organisational objectives, and is delivered in an effective and cost-efficient manner.
A TNA is the first step before change can be initiated. It will define the gap between current and desired performance for individuals, departments and organisations.
It is important to understand the current situation and context, the required changes in skills and any changes in future technologies and organisational developments. This is best achieved through an audit of the existing situation and comparing the results with the desired situation.
There are many published management competencies and standards that can be helpful here and the use of the SWOT used for developing the organisations business plan can also help to set the context. You may consider looking at National Occupational standards (NOS) which are statements of the standards of performance individuals must achieve when carrying out functions in the workplace, together with specifications of the underpinning knowledge and understanding. You can find them here
Some of the core methods to identify training needs include: Observation, interviews, focus groups, questionnaires , job descriptions, role profiles, psychometric tests, performance appraisals, SWOT analysis output and mapping to NOS.
Only needs which help to meet the organisation's objectives should be prioritised. Finally, if as a result of the TNA, training is required, then it is important to understand and evaluate the cost to the business of the training and the value it will bring to the business as well as the quality of the training. Finally, re-run the TNA to check if the gap has been closed.