The Training Needs Analysis (TNA) presentation is all about understanding and closing the gap between what skills an organization currently has and what it needs. It helps align training efforts with the goals of the organization and boost individual and overall performance. The presentation covers the why, what, and how of TNA, including its objectives, process, and benefits. It dives into key components and methods, like surveys and interviews, to gather insights. A real-life case study demonstrates TNA's success, while challenges and best practices are highlighted. The presentation wraps up with practical recommendations for future training programs, emphasizing the ongoing and proactive nature of the TNA process. The aim is to make sure everyone understands the importance of continually improving skills for success, with room for questions and further discussion.

1. Training
Need
Analysis
BA HONS APPLIED
PSYCHOLOGY 6TH
SEM
Aaradhya Soni

2. A training needs
analysis (TNA) is a
process that helps
organizations identify
the training and
development needs of
their employees.
Introduction

3. A method employed by organizations to
assess the difference between the current
and desired levels of knowledge, skills,
and abilities among their employees.
Introduction
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4. Three
Elements
Of
Training
Need
Analysis
❏ Performance
Appraisal
❏ Self-Ratings
❏ Tests
Elevate Training:
Understand,
Adapt, Succeed.

5. Starting point
of TNA
Jupiter Venus
Venus has a
beautiful name
Mars
Mars is actually
a cold place
Saturn
Saturn is the
ringed one
Neptune
Neptune is the
farthest planet
Mercury
Mercury is the
Smallest planet
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● Complaints from
staff,
customers/clients
● Poor quality work
● Frequent errors
● Large staff turnovers
● Deadlines not being mer
● Conflict Among Staff
● New Equipment systems

6. The Training
Process
Evaluate
The
training
Identify
The need
Plan
The training
Deliver
The training

7. REQUIRED
.
Need for training
Actual performance
Required performance
Elevate Excellence:
Unveiling Training
Needs for Peak
Performance.

8. Hrm
1. Performance Goal:
Leaders aim to boost employee
performance.
1. Needs Identification:
Identify employees for targeted
training.
1. Training Specifics:
Define precise training
requirements.
1. Program Design:
Create effective, tailored training
programs.
1. Impact Assessment:
Evaluate training's potential impact
on performance.
1. Cost Estimation:
Estimate costs and resources for
training initiatives.
Role of
Training Need
Analysis

9. ● Gap Recognition:Identify
disparities in organizational
performance.
● Skill Connection:Link gaps to
necessary skills.
● Specific Needs:Pinpoint precise
training requirements.
● Program Design:Develop targeted
training for enhanced
productivity.
Why Training
Need Analysis is
Required?
XL

10. Why it is
Important?
Strategic
Planning
Aligning training
with organizational
goals.
Employee
Growth
Focusing on individual
skill development and
career advancement.
Resource
Allocation
Efficient use of human
and financial
resources for
training.
Organisationa
l Effectiveness
Enhancing overall
efficiency and
productivity through
targeted training.

11. Performance
Requirements
Identify performance
requirements needed by
an agency's workforce
to achieve the
requirements..
Knowledge and
skills
Identify the knowledge
and skills needed by an
agency's workforce to
achieve the
requirements.
Abilities
Identify the abilities
needed needed by an
agency's workforce to
achieve the
requirements..
.
.
PURPOSE
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1 2 3

12. Stakeholders Include
❏ Employees
❏ service users (or
customers)
❏ educational providers
❏ internal sponsors
4 P’s
❏ Patients
❏ Providers
❏ Policymakers
❏ Payors.
In company
For a long term success
they help make strategic
decisions, minimize risks
and grow their business.
A key stakeholder is a person or group
of people who have a significant
impact on a company's long-term
success. They can help companies make
strategic decisions, minimize risks, and
grow their business.

13. Steps of Training Need
Analysis
Step 1 Step 2 Step 3 Step 4
Determine
Your Goals
Identify
Necessary
Skills
Run A Cost
Analysis Select
Candidates

14. Steps of Training Need
Analysis
Step 5 Step 6 Step 7 Step 8
Assess Skill
Levels
Regroup,
Review,
Refine
Find The
Experts
Design And
Deliver Your
Training

15. TNA FRAMEWORK
Identify
performance
discrepancy
and its
causes
Performance
gap
Organisational
Analysis
Task/Job
Analysis
Person
Analysis
Training
need
Non-Training
Need

16. Data Collection Methods
Questionnaires offer
quick, numeric insights
but may overlook
detailed, latent factors
in employee performance.
Observing employees
with checklists is
effective for task-based
evaluations but can be
time-consuming and
create employee self-
consciousness.
Interviews gather
qualitative data
through questions, but
biases, discomfort, and
varying interpretations
can impact data quality.
Employees discuss a given topic, facilitated by an observer
to encourage expression, but limitations include potential
lack of participation and honesty. .
Observations
Neptune
Questionnaire
s
Interview
Focus Groups
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17. Benefits of
Effective Training
Need Analysis
Mercury
.
Saturn
Saturn is the
ringed planet
Venus
Venus has a
beautiful name
● Targeted Learning: Tailors
training to specific needs.
● Resource Optimization: Efficient
resource allocation.
● Increased Productivity: Boosts
employee performance.
● Increased Productivity:Boosts
employee performance.
● Engagement & Satisfaction:
Enhances motivation and satisfaction.
16%
46%
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● Retention & Talent:Keeps top
talent, attracts skilled professionals.
● Goal Alignment:Ensures training
aligns with organizational goals.
● Risk Mitigation: Addresses potential
risks due to skill gaps.
● Adaptability: Prepares for
organizational changes.
● Communication: Improves
understanding of training needs.
● Results Measurement: Allows for
quantifiable training impact.
● Continuous Improvement: Drives
ongoing enhancement efforts.

18. THANK YOU