Traing Need Assessment (TNA)

Needs assessments Programs

It is defined as the development of relevant and effective education and training programs for the suitable and useful products in the market. These programs and products can be for use by your organization, or for external customers. By assessing target audience needs, you can determine a focus and direction for investments made in products or training, and extend the reach and impact of environmental programming.

Many needs assessments are available which can be used according to company's requirement.These are described below.

Context Analysis. In this analysis the important query can be answered by this analysis who decided that training should be conducted,

Why a training program is recommended as a solution to a business problem, what the history of the organization has been with regard to employee training and other management interventions.

User Analysis. This is done by the potential participants and instructors who are involved in the process. and the important questions being answered by this analysis are who will receive the training and their level of existing knowledge on the subject, what is their learning style, and who will conduct the training.

Work analysis. Analysis of the tasks being performed.
This is an analysis of the job and the requirements for performing the work. Also known as a task analysis or job analysis, this analysis seeks to specify the main duties and skill level required. This helps ensure that the training which is developed will include relevant links to the content of the job.

Content Analysis. Analysis of documents, laws, procedures used on the job. This analysis answers questions about what knowledge or information is used on this job. This information comes from manuals, documents, or regulations. It is important that the content of the training does not conflict or contradict job requirements. An experienced worker can assist (as a subject matter expert) in determining the appropriate content.

Training Suitability Analysis. Analysis of whether training is the desired solution. Training is one of several solutions to employment problems. However, it may not always be the best solution. It is important to determine if training will be effective in its usage.

Cost-Benefit Analysis. Analysis of the return on investment of training. Effective training results in a return of value to the organization that is greater than the initial investment to produce or administer the training.