Training Needs Analysis

 

Training Needs Analysis (TNA) is a standard framework for evaluation of staff learning and development needs. It also takes into account the trustees and volunteers involved in the organization and reviews the existing skills, behaviours & knowledge of the organizational Human Capital thus enabling you to evaluate the need for further growth and development of the people involved.

Generally, a Training Need Analysis of an organization is carried out at three levels, namely:

- Individual Level Analysis
- Team Level Analysis
- Organizational Level Analysis

Note that it’s imperative to do a TNA at all three levels as it would enable you to look at the bigger (Organizational Level) picture as well as have a clear myopic (Team Level and Individual Level) view of the organization.

Different Organizations opt for different methods in order to assess their training and development needs. Some of the evaluation methods commonly used include:

- Review of existing strategies and planning for required-skills identification
- Use of Focus Groups (a group discussion with the sample representatives)
- Use of Questionnaire (In person or Online)
- Use of Interviews (usually one-to-one)

 

Things to consider
Listed below are some of things you need to consider before you kick-start your Training Need Analysis:

- Is there a competency framework in place?
- Is there a specific training strategy and/or a stated commitment to the value of learning and development for the involved staff/volunteers and trustees?
- Is there a strategic and organisational plan?
- Is there an appraisal system in place?
- Does the Staff have an up to date job description?
- Does the Staff have written objectives?
- Is there appropriate processes (both formal & informal) in place for effective consultation across the organisation?