Training Needs Analysis (TNA) or Training and Learning Needs Analysis (TLNA) is a health check on the skills, talent and capabilities of the business which is done to make decisions on the best training to provide that will result in employees performing their best. Three steps to go through in a TNA are;

1. Decide on the ideal skills required for each role now and in the future

2. Evaluate the skills held by different staff in the organisation and identify any skill gaps

3. Provide training and development to address those gaps

Benefits of Conducting a Training Needs Analysis

Prevents skill gaps becoming a problem. By being more proactive in anticipating future training needs, employees can become competent in skills before they need to use them. The waste that can result in employees not being proficient in their role, can cause waste and poor quality which can have a negative impact on profits and their brand.

Ensures that training is specific to needs. By identifying skills gaps, training can be provided that is relevant to the skills missing in the organisation. This avoids providing training that the employees don’t need either because they have already had it or that it is not relevant to their role.

Helps with forward planning. By doing a full analysis of training needs, an organisation can be fully aware of what training is needed across the whole year. This is better for planning time and budgets than having to find solutions to needs as and when they arise.

Can be motivating to staff. When staff feel that they are being heard as individuals, they can feel more valued. Also by only providing training and development that each individual actually needs, it means that they are more likely to make some sort of progression and feel that it was beneficial of their time.

Back to unit 21 homepage