Have you ever wondered if the amount of money you spend every year in training your employees – was justified? too HIGH? too LOW? Can you say for sure that the gains in knowledge, skills and competencies of your employees have increased directly as a result of your training efforts? What are the topics you should train your employees on for meeting your future objectives? The management process which can answer these questions and more is TNA.
TNA stands for Training Needs Analysis or Training Needs Assessment. Nowadays in modern Bangladeshi organizations have realized TNA is important in order to justify their training budget. Management now realizes that Training does not automatically guarantee better results from employees and teams.
Training initiatives should directly address the shortages in knowledge, skills and competencies that are required by the employee to accomplish the results of his/her job. There may be many reasons why someone’s performance may not be satisfactory, but trainings usually are limited to improving the relevant knowledge, skills and competencies, and accordingly, TNAs are also limited to identifying the needs of individual or teams of employees in relation to these.
The TNA helps in a number of ways:
· Identifying knowledge, skills and competencies required for a certain job (if not identified already).
· Indentifying the GAP between organization’s current and future skill requirements.
· Identifying areas of improvement in the required knowledge, skills and competencies.
· Determining the most effective learning styles; e.g. On-the-Job, formal training, mentoring; etc.
· Developing an overall Training Plan and designing individual Training Programs.
· Identifying if cases of poor performance can be improved through training or whether other types of intervention are more appropriate.
Workshop topics to be covered:
The TNA is one of the most fundamental and initial steps in your entire Training and Development function. A thorough understanding of this process is equally important for both HR professionals and Line Managers, as the identification of training needs is only effective when it is done through collaboration between HR and line management.
This introductory training on TNA will focus on the necessity and benefits of Training Needs Analysis, discuss the foundational concepts behind TNA, and briefly elaborate on how to design and conduct a TNA.
At the end of this session, the participants should be able to…
· Understand the significance of TNA in the entire Training and Development process.
· Have a clear idea of both the usefulness and limitations of training in relation to improving performance.
· Understand which gaps can be identified through a TNA and which cannot.
· Identify the most crucial and relevant information required and incorporate the appropriate questions in a TNA Form
· Assess to what extent and how HR, top management, line management and individual employees should be involved in the TNA process in their respective organizations.