Establishing a Powerful Competency Based TNA

Introduction

Training needs analysis is an organizational development tool that allows you to assess the skills needed within the organisation with the employee current skills level. This two days Training Needs Analysis training course will equip you with the skills required to identify competency gap and carry out a training needs analysis. The result? You will be able to make recommendations and implement findings to ensure a good return on your training investment.

Learning Outcomes / Benefits

• Prepare a plan for the identification of current and future training needs
• Select and use information-gathering techniques effectively
• Analyse the information to prioritise training needs
• Produce the Annual Training Calendar and Learning Plan showing solutions, priorities and benefit projections

Key Content

Module 1: Understanding TNA

• The Training Big Picture
• What is a TNA?
• Levels of TNA
• When best to conduct a TNA?
• Importance of a TNA
• Differentiating Likes vs Needs

Module 2: Responsibilities & Deliverables

• Parties involved in a TNA
• Deliverables of TNA

Module 3: Preparation in Conducting a TNA

• Utilising a TNA Gantt Chart
• Planning data collection methodology
• Linking to competencies

Module 4: Templates of TNA Survey

• Organizational TNA
• Departmental TNA
• Individual TNA

Module 5: TNA Report Tabulation

• Completed TNA forms at all levels
• Annual Training Calendar preparation
• Monthly Training Calendar preparation
• Annual Training Budget preparation
• Training Effectiveness Report
• Public program list & selection of training providers
• List of program & identified participants
• List of non-training interventions

Module 6: Securing Commitment

• Endorsement by management team – how far do we go?
• Making a persuasive training needs presentation to stakeholders
• Setting training direction / KPI
• Regular communication of achievement

Module 7: Closing

• My 3 commitments – Action post training

Target Audience

This course is intended for HR and Training personnel who manage the Learning & Development portfolio.

Methodology

The course will be conducted in an interactive learning mode in order to encourage active learning among the participants. Methods of training include group discussions, slide presentations, role play, assessments, games and opportunities for self-reflection and action planning.