Before we divulge into the technical details about how to conduct a TNA (Training Needs Analysis), let’s first understand what TNA is and why is it needed.
What is Training Needs Analysis?
Training needs analysis is the first step in corporate training and unfortunately, it is often the step that most organizations skip. Organizations worldwide are facing a “skills supply chain” challenge forcing them to incorporate training as an inevitability in their culture.Training needs Assessment is a method to identify the need for training. TNA determines if the training planned will answer the problems that have been identified.Forbes training expenditure research suggests that corporate training expenditure has grown by 17% in one year and over $70 billion is spent in the USA alone, while worldwide the expenditure is over $130 billion in 2014.
Why is it needed
The answer to this question is put simply in numbers:The total loss to business due to ineffective training is $13.5 million per year per 1000 employees
Ineffective training is due to multiple factors. Let’s have a look at the reasons:
- Training conducted addressed the wrong skills and competencies,
- Not enough duration to meet the goal of the training program,
- Wrong training method used,
- Overtraining, and
- Training the wrong people.
Training needs Analysis is required to correctly identify the skill and competency gap so that training can be planned to meet the training goals and match the business objectives effectively.As per Wall Street Journal,Approximately 90% of new skills learned in corporate training programs are lost after just one year.
Organizations can increase productivity and reap the full benefits of training by getting a Training Needs Analysis performed by learning and development professionals.
How to conduct a Training Needs Analysis?
Proper TNA involves various steps and stages. Below are the details of each step:
- Determine Training Goals: Identify the goal of the training and its business outcome. Ensure that the goal corresponds to the overall business objective. For example, leadership training to increase employee engagement or soft skills training for improving customer support.
- Identify Critical Competencies: Work with the subject matter experts and the operations managers to understand which competencies are required to reach the desired outcome.
- Assess Employees: With the help of questionnaires and team leads, assess each employee for his current knowledge, skill level, behavior, and qualities. Determine if the gap identified is the ability the employee should possess at the time of hiring or not. Performance gap can be identified by customer feedback, tests, and interviews.
- Training Priority: Identify the competencies that have the maximum percentage of employees lacking ability. Match if the competency is critical to the business objective and prioritize training accordingly.
- Training Methods: There are many training methods such as on-the-job learning, e-learning, instructor-led training, mentoring, and academic programs. Instead of randomly choosing any training method, determine which method is most suitable for the employees depending upon their current job and training duration.
- Cost-Benefit Analysis: A complete cost factors analysis determines the approximate training expenditure. The factors involved in performing a cost-benefit analysis are competency, duration, a method of training, vendor, location, loss of productivity during training hours, etc.
- Training Evaluation: A training is only effective if it can be applied on the job to increase productivity and delivery time. Plan complete training evaluation to find out if it helped the participants in learning the competency needed to reach the business objective.
A training needs analysis approach helps lay a foundation for effective training. Organizations can save a lot more time and money by assessing the training needs before planning the training.