MBA (General)IV – Semester, Training and Development Unit 3.2
Training Needs Analysis and Training Process Design
Training Analysis (sometimes called Training Needs Analysis (TNA)) is the formal process of identifying the training gap and its related training need.
Training Needs Analysis and Training Process Design
Training Analysis (sometimes called Training Needs
Analysis (TNA)) is the formal process of identifying the training gap and its related training
need.
TNA
can be described as “the acquisition of skills, concepts or attitudes that
result in improved performance within the job environment”.
Training analysis
as a process often covers:
Review of current training
Task analysis
Identification of training gap
Statement of training requirement
Assessment of training options
Cost benefit
analysis of training
options
Training Analysis is most often used as part of the system development process. Due to the close tie between the design of the
system and the training required, in most cases it runs alongside the development to capture the training requirements.
Performing
a training needs analysis is the first step in the training process and is critical for a successful program.
The
purpose of a needs analysis is to determine that training is the best solution and identify what training is needed to fill the skill gap. This step is often disregarded for reasons such as time constraints or
lack of perceived value by management. However, skipping the training needs
analysis can cause
major problems..
The reasons
for conducting a training needs analysis are:
To determine whether training is needed
To determine
causes of poor performance
To determine
content and scope of training
To determine
desired training outcomes
To provide
a basis of measurement
To gain management support
There are six steps fundamental to all effective
training needs analysis.
1 – Identify Problem
Needs
Determine circumstance for training request
Identify potential
skill gap
Set objectives
2 – Determine Design of Needs Analysis
Establish method selection criteria
Assess advantages and disadvantages for methods
3 – Collect
Data
Conduct interviews
Administer surveys
and questionnaires
Conduct focus groups
Observe people
at work
Review documents
4 – Analyze
Data
Conduct qualitative or quantitative analysis
Determine solutions and recommendations
pp– Provide
Feedback
Write report
and make oral presentation
Determine next step – training needed?
pp– Develop Action Plan
Use results
as the basis for training
design, development and evaluation
