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Running Head: Training Need Analysis

ASSESSMENT 1: PROJECT
 Training Need Analysis

Executive Summary

The report deals with training need analysis for identifying gaps. The report also deals with

reasons for choosing TNA methods ad feedback about for choosing TNA methods. The report

deals with feedback about team members for gathering information about their performance.
Training Need Analysis

Table of Contents

Introduction ........................................................................................................................... 3

Reasons for choosing TNA method ...................................................................................... 3

Feedback about team member’s performance....................................................................... 3

Analysis of feedback ............................................................................................................. 4

Other information .................................................................................................................. 4

Conclusion............................................................................................................................. 5

Reference List ....................................................................................................................... 6

 Training Need Analysis

Introduction

Training Need Analysis is a process for identifying the gap in between needs of training and

employee training. Training needs analysis is the first stage in training process and involves

procedures to determine whether training will indeed address the problem that has been

identified. In this report, the reader will be able to identify the reasons for choosing TNA

method and to acknowledge the methods for receiving feedback regarding team member’s

performance.

Reasons for choosing TNA method

TNA method helps in analysing the necessity of training for increasing employee

performance level. The method is chosen by any organisation are survey with sample of

employees in order to find out overall performance of the employees for specific areas. As

stated by Alias et al. (2014), the knowledge and skills are different from each other. Knowledge

is referred to learning concepts regarding any particular subject by an individual through

various sources such as media, books, websites and other sources. Skills refer to the ability of

using the information in particle experiences.

Feedback about team member’s performance

The feedback about team member can be gathered by conducting survey as well as from

interviews. As a manager in organization it is crucial to gather information about team

members’ performance. Employees need to answer open ended question that helps to gather

detailed information. In accordance to Shibani (2017), anxiety parties in which team members

can people admit to concerns and seek feedback from their peers.
 Training Need Analysis

The detailed information can be gathered through survey that can help a large number of

workers. It is very expensive that allows employees to answer the question in order to increase

credibility. According to Silva et al. (2014), the observation helps in providing the huge amount

of information about the performance gaps and the knowledge that is needed for functional and

technical aspects. The interviews also help in identification of performance and skills related

issues for exploring solutions.

Analysis of feedback

The growth in employee performance can be analysed by conducting survey. Setting up

their priorities can help in identifying their needs. The areas they need improvement can be

analysed with the help if training need analysis. The gaps in between their skills and

performance level can be analysed. Accordance to Moon et al. (2016), setting up benchmark

can be one of the best ways that helps to analyse them their priorities for organisation.

Comparing in previous feedback with current feedback helps in identifying successful actions

for improvements and the areas that are needed to be improved. The identification of trends is

needed for analysing effectiveness of improvements measures that are needed to be taken.

Other information

Key Performance Indicator (KPI) helps in determining employee’s contribution to

organisation. Key performance indicator is one of the best tools that help in identifying skills

gaps. It is also needed for individual employees to analyse issues with KPIs and performance.

As stated by Silva et al (2014), employee assessment can be one of the excellent ways that

helps to identify gaps. It is also needed that entire groups based on its proper workplace actions

can be taken. 360 degree review is another approach for identifying skill gaps in employee
 Training Need Analysis

through feedback. This helps in gathering information about performance related issues of

employees as a whole.

Conclusion

It can be concluded that training need analysis is one of the best process for identifying gaps

in employee performance. The feedback of employees helps in identifying the issues related to

their performance. KPI, 360 degree can be one of the best tools for identifying skills gaps based

on its proper training can be provided to employees.

 Training Need Analysis

Reference List

Alias, N., Sahri, Z., Zaini, A. A., Azmin, M. A. A., Hamzah, M. H., & Norazman, M. E. A.

(2014, August). e-PERLU: Design and implementation of a Training Needs Analysis system

for lecturers. In Control and System Graduate Research Colloquium (ICSGRC), 2014 IEEE

5(8), 7-12. IEEE. Retrieved on 14 November, 2018 from :<

http://www.academia.edu/download/37608710/e-PERLU_-

_Design_and_implementation_of_a_Training_Needs_Analysis_system_for_lecturers.pdf>

Moon, S. S., Kim, Y. J., Jang, S. M., Yoon, S., & Kim, J. (2016). PREVENTING

SUBSTANCE ABUSE AMONG ADOLESCENTS: EVALUATION OF AN INTEGRATED

MODEL COMBINING LIFE SKILLS TRANING AND PARENT TRANING. PEOPLE:

International Journal of Social Sciences, 2(1). Retrieved on 13 November, 2018 from :<

http://grdspublishing.org/index.php/people/article/download/294/278>

Shibani, M. (2017). The Training of Technical Staff in Libyan Industrial Companies: Issues in

Traning Needs Analysis. Journal of Human Resource Management, 20(1), 42-53. Retrieved

on 10 November, 2018 from:

<https://www.ingentaconnect.com/content/doaj/13353888/2017/00000020/00000001/art0000

5>

Silva, L. K., Sena, R. R., Silva, P. M., Souza, C. G., & Martins, A. C. S. (2014). The nurse’s

role in home care: its implications for the traning process. Cienc Cuid Saude, 13(3), 503-10.

Retrieved on 12 November, 2018 from :<

http://www.academia.edu/download/43880714/Atherogenic_Versus_Non-

Atherogenic_Lipop20160319-29996-cx16wo.pdf>