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Using information from training needs analysis


You have devised your questionnaires, evaluated your courses, done service needs assessments but now you have to do something with the information received. What simple but effective ways have you found to breakdown information and plan the next steps in responding to service needs.?
Pat Grey

2 Responses

  1. categorisation
    The compilation of the TNA is crucial. I have ensured that the TNA is broken down into categories e.g. Management Development, Induction, ICT training etc.. Each department head, or individual, then has to list their training and development requirements under each category. It is easier then to quantify returns under each category, allocate a budget to support that category, plan course delivery, and even monitor courses provided under each category for reporting purposes.

    The relevant categories can be established by organisational objectives, mandates etc..

    I hope this is of use.

  2. Participant Evaluation Questionnaires
    If you are evaluating using questionnaires then in your planning process you should have decided:
    1. What questions you needed answered
    2. How you will collate the data obtained (by scanning, manually etc)
    2. Whether you will be able to make the changes indicated in the evaluation (if any)

    The type of changes inferred by the evaluation will dictate how you implement them eg, are they easily made changes (say to room layout)over which you have authority; are they changes in the curriculum, or in the instructor’s approach?

    It’s difficult to give a specific answer to your query Pat. If you wish to email more details about the nature of the changes I’ll try to provide an intelligent response.

    [email protected]


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