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.
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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.
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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.
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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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TAETAS511 – Training needs analysis
About Lesson

Below is a list of aspects affecting a training need analysis. Each aspect is experiencing some form of trend, either in popularity or application. For each, we provide basic recommendations that you might give to your client. However, this is just a starting point and allows you to consider both broader and more specific recommendations given your context and environment.

Vocational Training and Assessment Based on Products that are Nationally Recognised

Recommendations:

  • Alignment with Standards: Ensure that vocational training programs are aligned with nationally recognised qualifications and standards to maintain relevance and credibility.
  • Continuous Updating: Regularly review and update training content to reflect current industry practices and innovations, ensuring that learners are equipped with up-to-date skills.

Non-accredited Training

Recommendations:

  • Customisation: Develop bespoke training programs that meet specific organisational needs, focusing on practical skills and knowledge that may not be covered by accredited courses.
  • Quality Assurance: Implement internal quality assurance processes to maintain high standards in non-accredited training, ensuring it delivers tangible outcomes.

Licensing

Recommendations:

  • Compliance Training: Provide targeted training that enables employees to meet licensing requirements for their specific roles, ensuring legal and regulatory compliance.
  • Continuous Professional Development: Offer ongoing training opportunities to keep staff updated on changes in licensing requirements and industry regulations.

Foundation Skills Support

Recommendations:

  • Assessment and Identification: Conduct initial assessments to identify foundation skill gaps among employees and tailor support programs accordingly.
  • Integrated Training: Embed foundation skills training within vocational and professional development programs to enhance learning outcomes.

In-house Professional Development

Recommendations:

  • Career Pathways: Design professional development programs that align with defined career pathways within the organisation, supporting employee growth and retention.
  • Cross-functional Training: Encourage cross-functional training opportunities to enhance versatility and adaptability among staff.

Organisational Restructure

Recommendations:

  • Change Management Training: Provide training in change management to prepare employees for transitions, focusing on resilience and adaptability skills.
  • Role-specific Training: Offer targeted training for employees transitioning to new roles or responsibilities as a result of the restructure.

Job Role Change

Recommendations:

  • Skills Gap Analysis: Conduct a thorough analysis of the skills required for new job roles compared to current capabilities, and develop targeted training to bridge these gaps.
  • Transition Support: Offer support and training to employees undergoing role changes to ensure a smooth transition and immediate effectiveness in new roles.

Workforce Plan

Recommendations:

  • Strategic Alignment: Ensure that training initiatives are aligned with the long-term workforce plan, focusing on future skills and competencies needed for organisational growth.
  • Agility and Flexibility: Develop a flexible training framework that can adapt to changing workforce needs and industry trends.

Process Change

Recommendations:

  • Process Training: Implement specific training programs focused on new processes, ensuring that employees understand and can effectively apply new procedures.
  • Continuous Improvement: Foster a culture of continuous improvement by encouraging feedback and iterative updates to training content based on process performance.

Organisational Policy and Procedure Update

Recommendations:

  • Policy Training Sessions: Conduct regular training sessions to update employees on new policies and procedures, ensuring organisational compliance.
  • Engagement and Communication: Use engaging training methods, such as interactive e-learning modules, to communicate policy updates effectively.

Performance Management

Recommendations:

  • Competency-based Training: Align training programs with the competencies and performance indicators used in performance management, ensuring employees have the skills needed to meet expectations.
  • Feedback Integration: Incorporate feedback from performance reviews into training needs analysis to address individual and team development needs.

Investment in Resources

Recommendations:

  • Resource Allocation: Strategically invest in training resources, including technology and materials, that enhance the learning experience and outcomes.
  • ROI Evaluation: Regularly evaluate the return on investment (ROI) of training resources to ensure they are effectively contributing to skill development and organisational performance.

 

By applying these recommendations, organisations can effectively navigate the complexities of current, emerging, and future training needs, ensuring that their workforce remains skilled, adaptable, and aligned with strategic objectives.