Scribd
Upload
4 views1 page

TNA Analysis

Training Needs Analysis (TNA) is essential before developing training programs to assess current performance against desired levels. Various techniques, such as direct observation and interviews, are used to gather information for TNA, which includes context, user, work, content, and training suitability analyses. Additionally, a cost-benefit analysis evaluates the return on investment from training initiatives.

Uploaded by

ali shah
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
4 views1 page

TNA Analysis

Training Needs Analysis (TNA) is essential before developing training programs to assess current performance against desired levels. Various techniques, such as direct observation and interviews, are used to gather information for TNA, which includes context, user, work, content, and training suitability analyses. Additionally, a cost-benefit analysis evaluates the return on investment from training initiatives.

Uploaded by

ali shah
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 1

Training Needs Analysis (TNA):

➢ Should be performed prior to developing and implementing a training program.


➢ To determine what the level of workers performance is and compare it to a desired performance level.
➢ TNA can be analyzed by observing performance, interviewing employees, reviewing quality scores, and
completing employee questionnaires.

Techniques
• Direct observation
• Questionnaires
• Consultation with employees having knowledge of the task
• Review of documents and relevant literature
• Interviews
• Focus groups
• Tests
• Records and reports (i.e., quality assurance/quality control reports)
• Representative samples of behaviors

Type of Needs Analysis

•To determine the desired training needed by the organization.


•To answer why training is the recommended solution
Context Analysis •Who decided that the training would be conducted
•And what is his history of the organization in regard to employee training.

•Focuses on the prospective students and instructors.


•It determines who is going to receive or instruct the training and what their existing knowledge Level of
User Analysis the subject matter is.
•Assists in determining what the most appropriate learning style of potential participants is.

•Focuses on the desired skill and performance requirements of the job being performed.
Work Analysis •can start review of the various job descriptions and requirements.

•Thorough analysis of the documents used in the job


Content Analysis •Review of laws or written procedures that are directly related to the task or job.

Training Suitability •A thorough analysis of the task, job, or project is performed to determine if training is the desired (or
only) solution to performance problems.
Analysis.

•To determine the return on investment to the company from the original investment of training costs.
Cost–Benefit Analysis

MODESIR OSMAN -IdipNEBOSH

You might also like