Training Needs Analysis (TNA)

Training and development of employees is expensive and time consuming. Whilst an employee is being trained in a classroom, they are not producing. So why have training? A well respected associate of TrainingTeams Ltd. once stated “Yes I know that training can be expensive but what is the cost of ignorance.” 

It is important therefore that all training that is given is needed, timely, relevant, specific and measured.

At TrainingTeams Ltd., we can guide you through the process and ensure that the training given by us and by other training groups is appropriate for your requirements. 

Background

Development needs of an employee can be broken down into three specific areas. These are

a)     knowledge & understanding,

b)     skills and abilities

c)      attitudes and behaviours.

 It therefore follows that an individual employee’s development is not something that can be totally achieved in a classroom in one day. In a classroom environment an employee can be taught the knowledge and understanding of the aspects of the job. Skills and Attitudes generally, however, are personal characteristics that are cultivated over time by the individual’s actual performance of their job. Learned behaviours may be experienced in an educational setting, but making them ingrained personality traits usually takes time, practice and experience.

Supervisors, Department Managers and employees themselves need to be able to keep in mind the Companies objectives when deciding which training and sometimes more importantly what sort of training should be given. There is a process where this challenge can be overcome.

At TrainingTeams Ltd we can introduce a tried and tested means of allocating the correct training for the correct person within the correct job role.

The process will involve learning about

Job Analysis

Job analysis for training purposes involves examining in detail the content of jobs of employees within the Company, the performance standards required in terms of quality and output and the knowledge, skills and competencies needed to perform the job competently including a SMART action plan to reach each level and thus meet performance standards.

 Training Needs Analysis

A Training Needs Analysis is undertaken to assess that each Department has appropriately trained and competent staff capable of meeting both its Corporate and Departmental objectives. It should also be acknowledged that training is a positive aspect of employee’s development and to this end the Training Needs Analysis is also concerned with identifying and satisfying development needs by enabling multi-skilling, preparing people to take on extra responsibilities, increasing all round competence and preparing people to take on higher levels of responsibility or promotion in the future.

 Training Specification

The training specification is a product of job analysis. It breaks down the broad duties contained in the job description into the detailed tasks that must be carried out. It then sets out the characteristics or attributes that the individual should have in order to perform these tasks successfully.

 Performance Reviews

Performance reviews are a crucial source of information about an individual employee’s learning and development needs. The performance review method to learning, concentrates on the preparation of a contract between the Company and the employee. The simple basis of this contract is that the Company will provide the training and the employee will attend and be involved in performance improvement programs. These are done through jointly determined action plans. The emphasis should be on continuous development via an employee appraisal scheme. Every communication between managers and individuals throughout the year should be regarded as a learning opportunity.

 Training Surveys

Training surveys assemble all the information obtained from the other sources considered in the Training Needs Analysis stage and provides a comprehensive starting point for the creation of a training strategy and its implementation. It is beneficial to complement this information by holding a meeting involving an experienced training consultant with Directors/Managers/Heads of Section to establish their views about training needs and by discussing with people undergoing training or who have just completed a training course, their opinions about its effectiveness.

The training survey pays particular attention to the extent to which existing training arrangements are meeting training needs, what needs changing, if anything and further information is derived from training evaluation. Attitude surveys are also used to obtain the opinions of employees about the present amount and level of training provision.