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.
TAETAS511 – Training needs analysis
About Lesson

When recommending training and assessment options for a client, it’s essential to understand the key components of nationally recognised training products in Australia. These components ensure that vocational education and training (VET) services meet industry standards and workforce requirements:

Endorsed Training Package Qualifications

These are industry-developed collections of units of competency that outline the skills and knowledge required to perform effectively in various job roles within a sector. Key aspects include:

  • Qualification Levels: Ranging from Certificate I to Advanced Diploma, catering to varying skill levels and job complexities.
  • Industry Relevance: Designed to meet the current and emerging needs of specific industries, ensuring learners are job-ready.
  • Pathways: Provide clear career progression routes, enabling individuals to plan their education and career advancement.

Endorsed Training Package Skill Sets

Skill sets are subsets of endorsed training package qualifications, focusing on specific skills and knowledge areas. They are particularly relevant for:

  • Targeted Training: Addressing specific skill gaps or regulatory requirements without the need for a full qualification.
  • Flexibility: Allowing for customised training solutions that can quickly adapt to changing industry needs.
  • Recognition: Providing a statement of attainment that recognises the achievement of a specific set of skills.

Endorsed Training Package and Accredited Course Units of Competency and Assessment Requirements

Units of competency are the individual components of a qualification or skill set, detailing the specific skills and knowledge to be attained. Key elements include:

  • Performance Criteria: Define the required performance standards in the workplace.
  • Assessment Conditions: Outline the environment and conditions under which competency must be demonstrated.
  • Evidence Requirements: Specify the types of evidence needed to prove competency, ensuring assessments are valid, reliable, fair, and flexible.

Accredited Course Documents

Accredited courses are developed to address skill needs not met by existing training packages. They are particularly important for:

  • Specialisation: Offering training in specialised areas or niche markets.
  • Innovation: Responding quickly to new and emerging industries or technologies.
  • Course Structure: Detailing the units of competency, course duration, delivery modes, and assessment strategies to ensure they meet the Australian Qualifications Framework (AQF) standards.

When recommending training and assessment options, it’s crucial to consider these components to ensure the training is nationally recognised, meets quality standards, and aligns with the client’s specific needs and goals.