I've been asked to conduct a two days training needs analysis for a company. Can I get some feedback on the course/training outline such as what are the topics to be included in the training program.
S. Zakaria
Menu
Menu
5 Responses
TNA
The purpose of any TNA is to identify the need areas and then design the training programme to meet the needs of the attendees. The training programme should address the results of the TNA.
Other external sources would be business plans and identified needs or desires of the individuals involved.
It is not clear from your question as to whether you are seeking ideas to include in a training programme or need help or ideas to conduct the TNA.
Either way your remit for conducting the TNA needs to be crystal clear before you start work for the client. Can you provide further details?
TBD GLobal Ltd
http://www.tbdglobal.com
0870 241 3998
TNA Toolkit
The well respected Training Needs Analysis Toolkit may be of considerable use here in organising and refining your approach. It can be obtained from TrainingZONE at https://www.trainingzone.co.uk/cgi-bin/kasbrowse.cgi?action=detail&id=2731
TNA Toolkit
Have you seen/looked at Fenman’s Learning Needs Analysis toolkit?? Go to http://www.fenman.co.uk where you can see more details/examples of content. I have purchased and used it in the past and found it very helpful, especially if you are short on prep time!!!
TNA
I agree with Susan, the purpose of TNA is to decide with the stakeholder what areas you should be looking at, what areas do they have some concerns over and only then start to look at any possible training solutions.
I would start by questioning the stakeholder and if possible any end users to decide what (if any) training would be required and then draw up a training plan to meet the needs of the users, and clarify this with the stakeholder.
TNA or Skills Audit?
I’d be very surprised if you can do a proper training needs assessment in two days unless the company is very, very small with little diversity of operation.
TNAs should be comprehensive taking into account a range of events that help you identify training needs eg, client complaints, critical incidents (safety, losses, downtime, absenteeism etc), corporate culture, planned change and possibly much more. A limited TNA will best be done by doing a skills audit ie, identifying what needs are required for jobs and what the current stock of skills is. One or more focus groups of staff will be able to help you determine what skills gaps exist and you can then work out how to fill those gaps. A TNA in two days may be a bit hopeful!