IE & GG in HR

Lecture 5
Training Needs analysis (TNA)
Course Instructor: Muhammad Ahmed Khan

Catching up from the last week

Training needs analysis
A process for identifying the areas
where both individuals and groups
in an organization would benefit
from training.
An effective way to achieve the
desired objectives and those of the
organization.

What are the KEY organizational

goals/ objectives?
What skills does the organization
need to have in the future?

What skills and competencies

are required to meet the exiting
business objectives?

Training
needs
analysis tells
What courses/ programs are us What are current capabilities of
available to close the gaps?

the employees?

How to determine that training

gaps have been closed
successfully ?

Formulate companys and

individuals training plans?
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TNA Process?
1. Identifying the objectives of the
organization.

TNA
Process 2. Appointing a training coordinator.
- Five
3. Gathering information about the
basic
skills and abilities of the individuals.
steps
4. Analyzing that information.
5. Identifying the gaps & drawing a
training plan.
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More TNA classifications

Normative needs
A need compared to a standard.

Emerging needs
Why individuals think they want to learn.

Expressed/demanded need
Based on demand & supply gaps of knowledge & skill.

Comparative need
compared to others there is a need.

Anticipated future need

Based on projected future demand.
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Components of training needs

Assessment
Training
needs
assessment
generally
involves
three
component
s:

1Strategic/organiz
ational analysis
2 - Task/job
needs analysis

3- Individuals
analysis
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1- Strategic Organizational
needs analysis (SONA) 1/2
Companies may consider issues like:

Increased competition for old and new business.

Greater emphasis on efficiency and cost reduction.
Increased need for cooperation among companies.
Business strategies of the rivals.
Research and innovation.
Merger, acquisition, diversification and expansion.
Automation and modernization.
Manpower plan - Hiring, Retrenching and staff
deployment
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1- Strategic /Organizational
needs analysis 2/2
In addition SONA calls for:
Human resource analysis : Translating
organizational objectives into an accurate
estimate of HR demand.
Analysis of efficiency indexes : Labor cost,
output and its quality, waste and, use of
equipment and repairs provide useful data.
Organizational climate assessment
Corporate culture and organizations
performance in the softer domains.
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2 -Task analysis / job needs

analysis
Task

Job

Knowledge, skill,
attitude, motives, values
& concepts needed for
effective performance
Collecting job data for
developing training
programs
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2 -Task analysis - Four step

process
1

Develop a
list of task
statements

Develop list
of task
clusters

3
Develop a list
of Knowledge,
skills & attitude
(KSA)

4
Assess the
importance
of tasks
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3- Individual needs analysis

(INA)
Identifies gaps between an individuals existing
capabilities and those identified as necessary or
desirable.
INA can be either broad or narrow in scope.
The broader approach compares actual performance
with the minimum acceptable standards of performance.
The narrower approach compares an evaluation of
employee proficiency on each required skill dimension
with the proficiency level required for each skill.

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TNA Component analysis

Six elements:
1.
2.
3.
4.
5.
6.

Context analysis
Participants analysis
Work analysis
Content analysis
Suitability analysis
Cost-benefit analysis

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1- Context analysis
Analysis of business context or reasons for which
the training is desired.
Important questions answered by the analysis:
Why a training program is seen as the recommended
solution to a business problem?
What is history of the organization with regard to
employee learning interventions?
Contextual factors at learning and at practice that
hinder or enable practice of the learned competency?

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2- Participants analysis
Critical in training needs analysis.
Deals with potential learners and instructors
involved in the process.
Important outcomes:
Who will receive the training and their level of existing
knowledge in the subject?
What is their learning style?
Who will conduct the training and their expertise to do
so?

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3 - Work analysis
Analyses the tasks being performed i.e. :
Examining activities
Related tasks
Roles of the job and competency requirements for effective
performance.

It ensures that given training method and context are

aligned with the relevant job role.
Answers questions like:
What is the job under review and what are their main
requirements?
What are the high-level skills required?
To what standards are people expected to do the job?
Are they currently meeting these standards?
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4 - Contents analysis
Entails analysis of documents, manuals, laws or
procedures used on the job.
Answers questions about the knowledge or
information used for successful job performance.
Analysis helps answers questions like:
Are there essential building-blocks one needs to learn in
order to do this job?
Are these building-blocks of knowledge laid out in
manuals or other documentation?
In what order and how are these building blocks
normally taught?
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5 - Suitability analysis
Training may be a key solution to performance
problems, but not always:
Is training the right solution for a particular
organizational problem?
Who and how to determine
Stability analysis helps determine whether a training
program is the desired solution or not

It tackles the following question:

Is non-performance of staff due to a lack of knowledge
and skills or are there other reasons?

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6 - Cost-benefit analysis (CBA)

A tool to determine return on investment (ROI).
Training should result in Return of value to the
organization that is greater than the initial investment to
produce or administer the training.

CBA answers questions like:

Is it worth the effort to undertake the proposed
training?
What will be the return on investment of the proposed
training?
Are there any cost-benefit benchmarks for the proposed
training?

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Data collection for TNA

process
Typical methods used
Observation and listening
Individual interview
Questionnaires
Reviewing existing database
Work diaries
Self-assessment
Critical incident analysis
Analyzing job descriptions.
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Thank you

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