One of the dilemmas confronting organizational trainers and HRD Practitioners is providing a rationale for recommended training interventions to top management and securing the needed budget for such programs. This could be minimized or eliminated if such training proposals are based on the actual improvement needs of the organization. This is the main objective of conducting the Training Needs Analysis (TNA) for organizations which is oftentimes not done by program sponsors.
If properly done, TNA will also make it easier for professional trainers to determine the returns on the training investment that management is constantly seeking. Thus, the training department will no longer be labelled as an expensive account but as a profit centre that contributes to the company’s overall profitability.
When you have completed this participant program, you will be able to define the key concepts associated with training needs analysis and you will be able to:
- Understand the relationship between training and the organization
- Appreciate the three main training and development perspectives
- Understand what are and what are not training needs
- Determine the causes and solutions for on-the-job problems
- Analyze job performance problems to be responded by training
- Make decisions on when and when not to conduct a training needs analysis
- Detail the benefits and difficulties with training needs analysis
- Formulate and plan a training needs analysis system for their organizations
- Perform a training needs analysis
- Design questionnaires and interview guides for TNA
- Evaluate outcomes according to Training Needs Analysis
For more information, please contact the following Program Consultant:
Ms. Emily / email: firstname.lastname@example.org / Tel: +6088731412