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Training Needs Analysis

Training Needs Analysis

How do you confidently deliver the training on skills your people really need to succeed?

You invest in an assessment of learning needs to light your way.

A Training Needs Analysis, or TNA, determines the learning priorities that will improve your workforce’s ability to support the business requirements. It’s a vital component of any learning plan.

What’s the process?

TNA starts with identifying the business issue(s) driving the training need (a technology implementation or a large organisational change, for example), involves comprehensive research and assessment of the situation and employee capabilities, and provides the best learning solutions to fit the business need.

Without it, you’re guessing at the training requirements at best.

How TP3 approaches TNA

There are four typical stages to our TNA process which have been tried and tested over many years. Our method is founded on a proven, research-based approach to analysing, organising and presenting information based on the audiences’ needs and the purpose of that information.

Stage 1: Validate business requirements

We begin by developing an understanding of the context for your TNA. Our consultants examine your business requirements to validate the current situation and challenges faced by your target audience, and confirm the nature and extent of any performance gaps.

Stage 2: Current situation analysis

We investigate the current situation by reviewing relevant documentation and meeting your stakeholders, subject matter experts and members of the target audience(s). This provides information about relevant performance outcomes, development priorities, complementary or competing initiatives, and other potential issues that may affect the ability to meet the business requirements.

Stage 3: Audience analysis

Our consultants examine the roles of your target audience(s) and document the needs of each to meet the business requirements. Any constraints or challenges, such as English language skills or workforce characteristics, are considered and documented to ensure that audience needs are covered in the solution presented. We also ensure that non-training improvements including process and information management are identified.

Stage 4: Report alternative solutions and make recommendations

All the information we’ve gathered is then analysed to identify common themes, opportunities and issues. Our resulting detailed report presents alternative solutions to address the priority learning needs and recommends the solution we feel will give you the best outcome. If desired, we can also include an implementation plan in support of the recommended approach.

TNA in action: improving enterprise software use

One of our clients came to us two years after they had implemented SAP technology in their organisation.

They had conducted system training at the time of roll out, but as the training was system-oriented, it only addressed ‘transactions’. It didn’t refer to how end users interacted with the system in their roles or how the organisation was using SAP across different business units.

Two years later, the training in the system had become ad hoc and users only understood small components of how it worked. Most of them did not understand the ‘big picture’ and the role they played in the larger process.

We were engaged to create a comprehensive post-implementation ‘business as usual’ training strategy. We began the TNA by gathering feedback from a range of sources — we interviewed business unit directors, held workshops with front-end and back-end users, and took a training material inventory. After analysing this information, we developed a learning strategy.

At the end of the analysis phase, we presented the business with a roadmap and a plan for ongoing business-specific training. This training would make their end users aware of the consequences of their actions both up and down stream within the SAP system.

The final report also provided the client’s learning team with a blended learning program of works, including a development priority list to work towards in the six months ahead.

Is there a training gap in your organisation?

Not everyone has the time or resources to conduct their own TNA, so we’re here to help.

If you’d like to talk to us about improving the knowledge and productivity of your people through a Training Needs Analysis, call us on 1300 658 388 or email