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 undertaking a Training Needs Analysis (TNA), understanding the characteristics of the target group is essential to design and implement effective training programs. Each characteristic has its own set of implications for the TNA process:

Foundation Skill Levels

Implications for TNA:

  • Assessment of Basic Skills: The foundation skill levels, including literacy, numeracy, and digital literacy, of the target group need to be assessed. This assessment helps in determining the baseline from which training programs must start, ensuring that all participants can engage with and benefit from the training.
  • Customisation of Training Material: Training materials may need to be customised to accommodate varying levels of foundation skills within the target group. This might involve simplifying language, incorporating visual aids, or using practical, hands-on learning approaches to ensure comprehension and engagement.
  • Support Structures: Additional support structures, such as tutoring, mentoring, or supplementary courses in foundation skills, may be necessary to ensure that all participants have the requisite skills to fully participate in the training.

Previous Learning and Work Experience

Implications for TNA:

  • Recognition of Prior Learning (RPL): Acknowledging the previous learning and work experience of participants is crucial. RPL can be used to map existing skills against the competencies being taught, potentially allowing some participants to bypass certain training components they are already proficient in.
  • Tailoring Training Content: Training needs to be relevant and challenging to maintain engagement. For participants with extensive experience or previous learning, advanced modules or alternative pathways might be necessary to provide value and avoid redundancy.
  • Leveraging Experienced Participants: Participants with significant experience can be valuable resources in the training process, potentially serving as mentors or contributing to case studies and real-world problem-solving activities within the training program.

Advanced and Other Complex Learning Needs

Implications for TNA:

  • Specialised Training Methods: Participants with advanced or complex learning needs may require specialised training approaches, such as adaptive learning technologies, one-on-one support, or tailored learning plans that cater to their specific needs.
  • Accessibility and Inclusivity: The training environment and materials must be accessible to all participants, including those with disabilities or specific learning challenges. This might involve providing materials in different formats, ensuring physical accessibility, or incorporating assistive technologies.
  • Ongoing Support: Continuous support and follow-up may be necessary to ensure that participants with complex learning needs can apply what they’ve learned and overcome any challenges they face in the workplace.

Requirements of Current and Potential Job Roles

Implications for TNA:

  • Alignment with Job Competencies: The training needs to be closely aligned with the competencies required for participants’ current and potential job roles. This involves a detailed analysis of job descriptions, performance standards, and future industry trends to ensure the training remains relevant and forward-looking.
    • Gap Analysis: A thorough gap analysis between the current skills of the workforce and the competencies required for their roles is essential. This helps in identifying specific areas where training is needed to bridge these gaps.
    • Career Pathways: Understanding the potential career pathways within the organisation or industry can help in designing training programs that not only address current needs but also equip participants with skills for future opportunities, ensuring long-term career development and retention.


In summary, a comprehensive TNA must take into account the diverse characteristics of the target group to ensure the training is accessible, relevant, and effective. This involves tailoring training approaches, materials, and support services to meet the unique needs and aspirations of all participants, thereby enhancing the overall impact of the training program