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Seb Anthony

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This is my first time and i only have a basic idea about the same. What are some of the tools that come handy? Is survey a good method? My HR manager is not too keen on conducting a large scale survey as this will be time consuming. So what other options do I have?

jeena moorkoth

2 Responses

  1. TNA options
    Hi Jeena
    There have been simular posting about this in the past – have a search for them.

    To run a TNA on 700 people the only cost & time effectivly technicques or tools are: surveys (if properly designed) and on-line tna’s. Almost anything else will perform better BUT bet time consuming.

    I have put a guide to training as a resource on & my website which will give you some pointers.

    The key here is what depth do you want and what budget do you have.

    One of the biggest mistakes that people make when carrying out a TNA is not managing staff expectations. When a TNA process is carried out people then expect training to occur – even if the business cannot afford it or no real needs were identified!

    Surveys are great for working out the range of needs.
    1:2:1 identification is much more effective. To manage the process effectivly you should consider developing a simple system where managers can identify the needs of individuals and inform you – so you can PLAN the whole programme.

    One the sites listed above I have put a couple of simple tools – tna etc that can help as part of the process.

    I believe that the role of HR & L&D is to educate managers to be able to do this skill (TNA) rather than us to “do it for them”. When managers take ownership they then have to provide part of the solution. Most training courses do not work unless individuals get support back at the work place, so having managers on board is critical.

    For IT skills in particular there are a number of on-line based TNA’s for microsoft based products – the learndirect website has some (amongst others)- and you as a business may be entitled to funding from the LSC’s, talk to your local one.

    Please remember that at some point in the future you will be asked to evaluate the effectivness of any training you provide – PLEASE consider this NOW and not after the event – in other words how will you know that the training you have delivered has added value to your organisation.

    Also if you add your profile with contact details I can send you some specific examples that may help you. ( is one example I put together for a client).


  2. TNA
    I agree with Mike’s advice, however, perhaps to scale the issue down a little and make it manageable, you might like to approach your TNA by job role and consider the competencies needed for those collective roles. Of course there is also a need to consider the quality of data from appraisals, does this data provide you with the information you need to consider individual training needs within those job roles?


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