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Seb Anthony

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Training need analysis approach

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Dear all

I am assigned with training need analysis for company for year 2006. When I look out today and start doing TNA i have some concerns

There are many ways to do that when I contact with my friend

01- Too easy, Just see the job holder and gap between expectation send them out to course
02- Medium easy, allocated the work load, assign staff into each position, looking at the gap between job requirement and skills, atititude, abilities of job holder and upgrade.

03- More difficull and ambiguous, setting up competencies, measure them and develop the training plan among competencies gap. Sound good but put into practice,a lot of paper work to do but no sure the good result

Can any one have very practical, simple and usefull approach, One major concerns that we mainly do HR task through line manager, and they are screwed up by task, now they do not want to have difficull HR solution

Thank you in advace
Anh Vu

One Response

  1. Pathway TNA
    Hi Anh

    The problem I’ve found with TNA is that more goes into the planning and lip service than the actual design,delivery and evaluation.

    So simplify it and begin with the end in mind.

    All you need to do to strip it down is work out where you are now, work out where you want to be and work backwards from where you want to be.

    This may involve having a list of competencies down the side of the page and four knowledge levels across the top, but just as likely, you could have a situation (where you are) and a goal (where you want to be)with a pathway connecting them with obstacles and stepping stones along the way (I call this pathway TNA)you can include along the pathway the usual KSAs but also organisational culture, PESTLE factor etc. the sky is very much the limit. Hope this helps

    All the best

    Rich

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