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NSTP

This document discusses training needs analysis (TNA). It defines TNA as a systematic approach to determine the type of training needed in an organization to improve performance. It outlines the key steps in conducting a TNA: (1) identify goals and objectives, (2) identify and evaluate competencies, (3) prioritize training needs, (4) determine type of training, (5) conduct training, and (6) evaluate training outcomes. Conducting a TNA helps address performance gaps, aligns training with organizational objectives, and helps manage training budgets effectively.

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812 views23 pages

NSTP

This document discusses training needs analysis (TNA). It defines TNA as a systematic approach to determine the type of training needed in an organization to improve performance. It outlines the key steps in conducting a TNA: (1) identify goals and objectives, (2) identify and evaluate competencies, (3) prioritize training needs, (4) determine type of training, (5) conduct training, and (6) evaluate training outcomes. Conducting a TNA helps address performance gaps, aligns training with organizational objectives, and helps manage training budgets effectively.

Uploaded by

NathalieMayValles
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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GROUP

BOLTRA
& TNA
What is a
Training Needs Analysis
TNA
TNA?
“a systematic approach for determining the type of training
needed in an organization to improve its performance”
Why conduct
A tna?
WHY Provides information on the training and skills development
CONDUCT requirements of all members in a network

A TNA? Who needs training?


What type of training?

To enhance morale, performance and ensure the growth and


development of the members

Helps to address the problem areas


CONDUCTING
TNA
IDENTIFY THE GOALS

• Address the problem


• What are the objectives
• Expected outcomes of training
S peciFIC
M easurable
A chievable
r ealistic
t ime bound
IDENTIFY AND EVALUATE
COMPETENCIES

IDENTIFY EVALUATE
competencies competencies

• Behavior • Surveys
• Skills / Abilities • Interviews
• Qualities • Discussions with the
• Knowledge group
PRIORITIZE TRAINING
NEEDS
• Identify which group/members need training

• Consider problem areas


• What particular competency should be
improved/enhanced
DETERMINE TYPE OF
TRAINING
• Consider what works best for the group,
considering competencies
 Lecture
 OJT
 Field works
 Conferences
 Mentoring/
Coaching
• Consider cost and duration of training method
Conduct
Training
TRAINING
EVALUATION
• What were the outcomes of the training?
• Did the training meet the goals/objectives?

• How much did the training improve


performance/competencies?
• Make recommendations/report/ suggestions how to
further improve the training?
BENEFITS OF
TRAINING NEEDS
ANALYSIS
Determines the ‘Where’,
Identify performance ‘What’, ‘Who’ factors of
gaps training

1 2 3

Aligns training with


organizational objectives
Provides a benchmark for Helps manage training
training evaluation budgets effectively

4 5 6

Reduces the risk of training


failure
BOLTRA
BACKGROUND OBJECTIVES LEARNING
POINTS
TEACHING
APPROACH
RESOURCES APPEAL/
ATMOSPHERE
BACKGROUND
● Presents information relevant to the proposed project.

● In NSTP, often termed as Background/Profile of the Barangay/School/Area where


project will be implemented.
OBJECTIVES
● Lists down what you want to achieve or happen at the end of the project.

● Needs to be specific and attainable.


LEARNING
POINTS

key points that one has learned during an activity


TEACHING
APPROACH

Method of teaching that will be appropriate for the chosen


subject population and that will carry out project’s objectives
RESOURCES

Materials needed for conducting the project.


APPEAL/
ATMOSPHERE
END

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