Operations And Hr
Head Hr - Mahindra Aerospace
Management And Leadership, Strategy
Pd Trainer
+7 Others

Thread Started by #kharode.pallavi

I wanted to know how a TNA is conducted exactly?
Are there any innovative ways of conducting TNA except interview,questionnaires, observation.
Examples on TNA would really help to get the exact picture how to conduct it.
Thank you.
9th December 2009 From India, Pune
Hi narendra,
thanks for giving me the fullform, somewhere down the line i think i m forgetting things anyways thanks for making me recollect it. well pallavi, u can get the details of training needs of the employees from their respective team heads, or group heads, depending on the incoming project they may want the employees to be equipped with specific knowledge so they will be telling u which area they need to be enhanced and then u can make plans to provide the same. As more than HR its the team leaders team heads and project heads monitor those people so best to ask them.
9th December 2009 From India, Delhi
Dear Pallavi,

Following is the apt process.

a) Define what is you organizational goal on training: Why do you want to train people?

b) Kindly have a skill/ competency gap analysis after discussing with the respective functional heads/ business head.

c) Once the gap analysis is made then then the concentration is on the indivdiual staff members to be trained.

d) If the training need is due to a total change of technology or a change in a business process (like: if the organization wants to implement SAP to replace many small ERP's in fucntion) then it has to be a mass training need analysis based on the each sub processes.

e) Apart from observation, questionnaire and meetings the other way of doing it is conducting group discussions or quiz on specifc sets of skills/ competencies and making the target group to participate and analyse the overall scores and arrive at the decision as to where do we stand on those set of skills competencies.

If you want any further assistance kindly revert.

Kind regards

Dayanand L GUDDIN

Sr. head- HR

9th December 2009 From Singapore, Singapore
Hi Everyone,
This is my first posting on this site, so here goes.
I have been reading with interest various threads over the last few weeks, and I would like to contribute the attached Training Needs Analysis ppt to perhaps help with this issue.
I run a training company in China, and we use variations of this ppt as introduction to clients of the training process.
Hope it helps.
10th December 2009 From China, Nanjing

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File Type: ppt needs_analysis.ppt (1.97 MB, 2796 views)

TNA could be conducted in a more participatory way throughFocus Group Discussion (FGD) with employees and employers. Employees what they would like to learn and from employers what do they expect from the employees. the other way is that you can conduct a knowldege based on line or live Quiz to check the knowledge of the employees on one particular aspect or subject. This will give you an idea what training they require. Then you need to analyse the gaps and challenges also through observation or you can use some case studies.
10th December 2009 From India, Madras
Dear All,
can anybody provide me the training details for the promotions and Event Managment industry.We are trying to start up the training and Devlopment for all the employees for aceiving the organizational Goals.
So Please help me out ASAP.
10th December 2009 From India, Bangalore
first of all, thank you all of you for your valuable input as they will be of great help.Can any one upload any TNA attachement just for a clear view, as TNA is conducted before as well as afterwrds , i often get little stressed out on how can an effective TNA be conducted after the training as its the result that proves your training effectiveness.
Thank you.
10th December 2009 From India, Pune
HI dayanand sir,
first of all, thank you all of you for your valuable input as they will be of great help.Can you upload any TNA attachement just for a clear view, as TNA is conducted before as well as afterwrds , i often get little stressed out on how can an effective TNA be conducted after the training as its the result that proves your training effectiveness.
Thank you.

10th December 2009 From India, Pune
Assessment of training needs is a difficult process eventhough the text books give several methods. In practice it is best done by discussions with the line supervisors/Managers. They would be the best persons to give the training needs of those working under them. The other way is to conduct a competency gap analysis. This is much more difficult. The process of defining the competencies required for various categories of employees itself is difficult. We can also ask the employees themselves to indicate their training needs. That is easier. But it is better to give a menu in such cases for the employees to choose from.
10th December 2009 From India, Madras
As much as there are defined ways and methods to conduct a TNA, it's simply a case of persuading the client/department manager/employee to open up and to explain what they find difficult, what they feel uncomfortable doing and openly discussing their jobs.

Group discussions, individual sessions, questionnaires, work-shadowing, opinions of co-workers, superiors, quizzes are all useful ways of collating information and determining where the performance gaps lie.

This TNA could be carried out in a broad sense company-wide to determine what performance gaps there are, regarding all skills and abilities, or it could be limited to a skillset area that has already been identified as needing improvement (English language, sales techniques, presentation skills, etc.)

Once this information has been collated and analysed, it is then up to the training company or HR/Training specialist/manager to devise a method to deal with the situation.

Remember, the answer is not always training, the solution could lie in an incentive scheme, or a hierarchical reshuffle or some other non-training idea.

A man is asked to dig a ditch that is two feet deep:

If the ditch-digger does not know how to dig a ditch two feet deep, then it is a training problem.

If the ditch-digger knows how, but did not do it, then it is some other type of performance problem besides training.
11th December 2009 From China, Nanjing
Hi Ben & Pallavi,
Ben a fabulous presentation on AIDDE. Thank you for sharing it. Also you rightly said that problem identification is the first step of Training. A really good example for ditch digger.
Pallavi, there are many ways that one can conduct a TNA, one of the tried & tested way is what Ben said through the PPT & the example above. At one point in time I was also looking for help on TNA, didnt knew the concepts of training earlier. have been reading through Cite HR & came to know a lot of things.
I came acorss a 6 stepper TNA/TNI which I have attached. I have tried this at my workplace & it has given me a good jist of what the trainning need/ requirement is.
Go through this & share your views.
11th December 2009

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File Type: doc TNI.doc (46.0 KB, 510 views)

I'd just like to comment that I found Ben's ppt to be really good - I loved the flowcharts and decision trees.
I attach a little exercise (and the suggested answer) that we use to help people develop the concept of a training plan. Have a go!
11th December 2009 From United Kingdom, London

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File Type: doc Trainer Brief 1 Developing a Team Training Plan.doc (34.5 KB, 507 views)
File Type: doc Handout 2 Developing a Team Training Plan.doc (67.5 KB, 434 views)

Hi Ben Newman, Thanks for your valuable input on TNA and we will be glad to see more of such stuff from experienced people like you, also that ppt is excellent.
11th December 2009 From India, Kochi
Hello Friends,
To add to the thread, TNA deals with assessing the needs , but here the point should be whether the Need is the perceived or the Real one. Perceived need:-An employee might think he should be trained in communication skills but the Real need could be for Attitude Shaping.
Feedback awaited
Kunal Shrivastava
11th December 2009 From India, New Delhi
TNA is the first step in designing a training program.
My management thesis was on T&D in IT industry. Here are a few excerpts from my thesis. For the purpose of confidentiality, I havenot mentioned the names of the organizations.Hope this might be of some use.

A training need exists when there is a gap between what is required of a person to perform his/her work competently and what he/she know. A training needs analysis is the method of determining if a training need exists and if it does, what training is required to fill the gap.

According to the study, it can be noted that in IT organizations, training needs analysis is conducted once in a year. However, the introduction of a new technology or assignment of a new project to a team might result in conducting a need-based training need analysis.

Sources of information for training needs analysis:
There are three levels of training needs assessment – organizational level, task level and individual level. Organizational level assesses the organizational effectiveness to determine training needs. Task level provided data on a particular job to identify the knowledge, skills and abilities required for optimum performance. Individual level assesses the performance of employees so as to determine the training needs.

Individual level: The study reveals that the performance appraisal of employees serves as the primary source of information to identify training needs. One of the organizations follow a systematic process of training needs assessment. At the beginning of every fiscal year, the employees draft their development plan after discussing with their respective supervisors. This is managed by an automated system known as E-Performance Management (EPM) which acts as an input for training design development.
The competency assessment also provides input to training needs identification. The skill metrics is an important source of training needs analysis. On a scale of 5, an employee is supposed to score 3 and above failing which he/she will have to undergo training in the particular skill enhancement.

Operational level: The business plan of an organization is considered as a primary source of training needs assessment as the project demands for a specific skill has to be fulfilled through training.

Organizational level: The training needs assessment of one of the organizations includes surveillance of internal as well as the external environment. It conducts a market analysis to identify emerging technologies and the probable clients who might adopt those technologies. This acts as an input to train employees.

Thanks and regards,
Vaishnavi Prasad

11th December 2009 From India, Bangalore
Recently we conducted a TNA. It involved several steps. Firstly, we had a meeting with the Heads of Sections (HOS) where the employees are working to find out, in the opinion of the HOS what are the training needs of those working in their sections. Secondly we had a survey of the competency gaps are various levels of employees. Thirdly, we had separate discussions with various domain experts such as Production, Industrial Engineering, Personnel and Administration, Information Technology etc. Based on the feed back received we devised the training programmes for the next year.
23rd December 2009 From India, Madras
hi, Can some one help me by giving me the steps of Conducting TNA.And also mention the importance of conducting the same.
22nd June 2010 From India, Mumbai
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