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 organisational training needs analysis in Australia, it’s crucial to adhere to a set of legislative and vocational education and training (VET) regulatory requirements. These ensure that training programs are not only effective and relevant but also compliant with national standards and frameworks. Key areas of compliance include nationally recognised training products, the Australian Qualifications Framework (AQF), tailoring to target groups, and engaging with industry to maintain industry relevance.

Complying with Requirements in Nationally Recognised Training Products

Nationally recognised training products are developed to meet industry needs and are formalised in Training Packages or Accredited Courses. These training products specify the skills and knowledge required to perform effectively in the workplace. Compliance involves:

  • Adhering to Training Package Specifications: Ensuring that training and assessment strategies meet the requirements set out in the relevant Training Package or Accredited Course, including units of competency, assessment guidelines, and qualification pathways.
  • Australian Skills Quality Authority (ASQA) Standards: Following the Standards for Registered Training Organisations (RTOs) 2015, which outline the requirements for delivering quality training and assessment services.

Complying with the Australian Qualifications Framework (AQF)

The AQF is a national policy that outlines the standards for educational qualifications in Australia. Compliance involves:

  • Level and Volume of Learning: Ensuring that the training program aligns with the AQF level and volume of learning for the qualification being delivered, which includes the complexity of the skills and knowledge and the breadth, depth, and duration of the training.
  • AQF Qualifications Issuance: Issuing AQF qualifications and Statements of Attainment that meet the AQF’s issuance policy, ensuring that all certification documentation is consistent with AQF requirements.

Tailoring to Target Groups

Training needs analysis must consider the specific needs of target groups to ensure accessibility, relevance, and effectiveness of training. This involves:

  • Recognition of Prior Learning (RPL) and Credit Transfer: Recognising the skills and knowledge that participants already have and providing credit transfer or RPL opportunities in line with the AQF Recognition of Prior Learning and Credit Transfer Policy.
  • Accessibility and Inclusivity: Ensuring training programs are accessible and inclusive, accommodating diverse learner needs and backgrounds, in line with the Disability Discrimination Act 1992 and the Disability Standards for Education 2005.

Engaging with Industry and Industry Relevance

Maintaining industry relevance is crucial for the effectiveness of VET training. This involves:

  • Industry Consultation: Regularly engaging with industry stakeholders, including employers, industry bodies, and professional associations, to ensure training programs are aligned with current industry practices, technologies, and future skills needs.
  • Workplace Training and Assessment: Incorporating workplace training and assessment opportunities where possible, to ensure learners gain practical, hands-on experience that is directly relevant to their industry.