Nine Step Training Needs Analysis (TNA) Plan #hrblog

Nine Step Training Needs Analysis (TNA) Plan

Conducting a Training Needs Analysis (TNA) can be a daunting task, TNAs get easier with experience, however it can be a straightforward process.

An effective Training Needs Analysis needs to be a good fit with your existing (and future desired) business and culture.

Nine steps to producing a TNA:

1. Identify the business need (gap in performance/ capability) for the training
2. Strategically align the training need with your objectives
3. Conduct a TNA (gap) analysis
4. Conduct an audit of current internal (and external) skills and competencies
5. Consult with your organisation to decide if training is the action required to address the identified gaps
6. Agree outcomes and assemble a framework that fits with expectations
7. Select appropriate delivery methods
8. Agree an assessment so the business knows if the training is worthwhile (this also sets the evaluation criteria – i.e. how will you know the training intervention has been successful?)
9. Get buy-in from stakeholders to commence project – if the solution(s) is owned then there is increased success of the project

Some organizations look to outsource this activity, if you do ensure that you have KPIs for each of the steps and agree success at each step before progressing. The same could be true of gaining stakeholder acceptance at each stage if doing this internally.