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The processes of Training Needs Assessment can be divided into five steps: i) identify problem and needs; ii) determine design of needs assessment; iii) collect data; iv) analyze data; and v) provide feedback.

There are three levels of training needs analysis: organizational analysis, operational analysis, and individual analysis.

Read Time: 6 minutes Phase 1: Understand Short and Long-Term Business Goals. Phase 2: Identify the Desired Performance Outcomes. Phase 3: Examine the Current Performance Outcomes and Identify Gaps. Phase 4: Establish and Prioritize a Solution.

Definition: Training Needs Analysis (TNA) is the process in which the company identifies training and development needs of its employees so that they can do their job effectively. It involves a complete analysis of training needs required at various levels of the organisation.

This is usually done through collecting information from subject matter experts. Data collection may take the form of interviews, focus groups or surveys. Regardless of the method used, the data should result in a clear understanding of how important each competency is to achieving the desired business goal.

Conducting A Training Needs Analysis In 8 Steps Determine Your Goals. ... Run A Cost Analysis. ... Select Candidates. ... Identify Necessary Skills. ... Assess Skill Levels. ... Find The Experts. ... Design And Deliver Your Training. ... Regroup, Review, Refine.

A training needs analysis takes a bird's eye view of your company and its overall goals before drilling down into various types of concrete training that you need. For example, your company may need more robust training or on-demand mobile training because of your employee or risk profile, based on this evaluation.