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Training Needs Analysis

Training Needs Analysis (TNA) is the bedrock of any training program. For something as critical as employee training, planning to develop a training program begins with the needs assessment. Organizations carry out extensive needs analysis to help with implementing the right training – offline or online – for their employees. Companies turn to GreenThumbs when they are looking at understanding the training needs of their employees in order to align them with organisational missions, values and visions, strategic plans, and drive performance for organisational growth.

What is Training Needs Analysis / Assessment (TNA)?

Training Needs Analysis (TNA) is the process of collecting information about an expressed or implied organizational need that can be met by conducting training. The need can be to improve current performance or to correct a deficiency. It’s a process to identify and understand an organisation's key pain area and address it in a timely and effective manner. Assessments can be formal (using assessment and surveys or interview techniques) or informal (asking questions etc).

Training needs assessment may involve the use of more than one type of initiatives.

Training Needs Analysis Methods

Several approaches can be applied to undertake training needs analysis. A few of these are:

Skill Gap Analysis

The best way to conduct skill gap analysis is by running a 360 degree feedback survey. A 360 Degree feedback survey helps understand areas where training needs to be conducted in order to achieve elevated employee performance. 360 degree assessments give insightful details on what skills employees need to be trained on.
Personality Tests

Employees can be asked to take a psychometric tests followed by an interview on a one-on-one basis to understand the challenges faced by them. Such interviews would help provide a SWOT analysis, helping companies in taking up developmental interventions.
Focus Groups

Multiple employees are brought together and given a topic to discuss. These discussions are on understanding an employee's take on need for training, or even identifying if an employee is able to participate, communicate, etc. Focus groups aim at training teams to achieve certain levels of core-competency.
Feedback Through Surveys

Feedback surveys (like employee engagement, 360 degree feedback or client surveys) are also useful. With such surveys, organisations are in a better position to apply a training methodology that aligns with the organizational directives & employee/client satisfaction.

Why is Training Needs Analysis conducted?

Training needs analysis is conducted ultimately to identify what objectives of knowledge, performance or behaviour need to be accomplished at workplace. Training Need Analysis helps organizations in determining the areas where training is required.

Depending on the needs and resources available in organization, a training analysis can range from a detailed inventory of skills to a general review of performance results. The more complete a training analysis, the more likely that the employee's training will ultimately contribute towards productive growth in an organization. Employees may require training for a variety of reasons, usually these fall into two categories - training to fill a "performance gap" as identified during performance management or training to fill a "growth gap" as identified during succession planning.

Training needs analysis helps organizations achieve goals. It reduces gaps between current employee skills and the skills desired by a role or department. Such assessments can also form the basis (benchmark) for determining effectiveness of the training administered. Companies can re-administer the training needs after the training program to evaluate if there was an increase in desired performance or skills.

Training needs assessment not only helps create training programs which add value to an employee’s daily work, but also pushes the organization in the trajectory of profit-making.

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