TAETAS511 – Training needs analysis

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About Course

For any organisation, large or small, success or failure depends upon the skills of the employees. Employee skills need to be established, developed, nurtured and expanded upon to meet the changing needs of both the organisation and its customers. This principle is one of the foundation stones upon which the entire profession of human resource management (HRM or just HR) is built. All too often, business and organisational funding for the development of employee skills is a poor cousin to capital purchases or purchase and maintenance of machinery or inventory. As a result, HR, training or staff development managers have had to become more selective and targeted in their approach to directing resources for the training of employees.

This unit focuses on executing a comprehensive training needs analysis within an organisation. It starts with establishing effective communication with key staff to understand organisational goals and workforce development preferences. A detailed plan for conducting the analysis is then developed, outlining the necessary steps, resources, and timelines while adhering to organisational and legal requirements. The process involves collecting and analysing data on current and future job roles, skills, and knowledge gaps. Based on this analysis, recommendations are made to address the identified training needs. The draft report is presented to and refined with key staff feedback, finalised, and distributed. The unit concludes with a review of the analysis process and outcomes, seeking feedback for continuous improvement.

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What Will You Learn?

  • 🗣️ Utilise communication strategies with key staff to kick-start a focused training needs analysis in line with organisational aims.
  • 📝 Craft a succinct plan detailing necessary steps, resources, and timelines, ensuring compliance with organisational and legal standards.
  • 🔍 Gather and review industry and role-specific data to identify existing and future skill requirements.
  • 📊 Compare current and future training needs with staff competencies to formulate strategic workforce development plans.
  • 🔄 Finalise and share the training needs report, incorporating feedback for continuous improvement and process enhancement.

Course Content

Preparing and planning your TNA
The TNA performs the task of identifying and analysing the gap between existing skills and the required skills for a particular task or job function, to allow managers to select appropriate training solutions. Use communication techniques to foster professional relationships and consult with key staff to define the training needs analysis (TNA) scope, aligning with organisational goals. Determine steps, resources, and timelines for the TNA, and document a plan adhering to organisational and regulatory standards. Present and finalise the TNA plan with key staff through negotiation and agreement.

Gathering information and analysing results
A mistake often made by facilitators who have never conducted TNAs is underestimating the time required to complete the data gathering, analysis and drafting recommendations. There is also often a tendency to gather either too much or too little relevant data on the existing training, skills and knowledge within an organisation. Depending on the size of the organisation and the organisational objectives, a TNA may take several days, or up to several weeks or even months to complete. The reason for this extended completion time is the need to gather high quality, reliable data upon which to base your recommendations. Time invested early in this stage will pay off in determining appropriate and efficient training solutions.

Provide advice to the organisation
Organisations undertake training needs analyses to inform and advise on options available, which may or may not include training, to meet their organisational objectives. The product of a TNA will be the report presented to the client organisation, containing the information gathered, the gap identified and the solutions recommended in the light of the analysis and of the organisation’s objectives. Where the solution is found to include training, a training plan should be included.

Reviewing the TNA process
Seek feedback from the organisation on the training needs analysis (TNA) process, outcomes, and recommendations. Review the TNA process and your own practice to identify improvement areas. Reflect on feedback to enhance future TNA processes and personal performance in conducting TNAs.

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