Introduction
Training Needs Analysis (TNA) ensures that learning programs address real skill gaps rather than assumptions. This guide walks through a step by step approach with practical examples.
Steps in TNA
- Define business goals and outcomes.
- Collect data through surveys, interviews, and performance reviews.
- Analyze gaps between current and desired performance.
- Prioritize needs based on business impact.
Survey Examples
Sample survey questions include: What tasks feel most difficult? Which tools require further training? What barriers prevent you from applying knowledge?
Conclusion
A well-conducted TNA ensures resources are spent on programs that truly drive performance. Document the process for transparency and repeatability.