Course Overview 

Did you know that 75% of the $130 billion spent annually on learning and development worldwide is wasted on ineffective programs due to a lack of proper needs analysis? This reality underscores the critical importance of Training Needs Analysis (TNA) in ensuring training efforts are targeted and effective, driving measurable business results in today’s competitive landscape.

Our comprehensive Training Needs Analysis (TNA) Course equips professionals with the skills needed to identify critical performance gaps, prioritize training needs, and align interventions with business goals, transforming learning and development into a strategic asset for organizational success.

Why This Course Is Required?

Training Needs Analysis (TNA) is essential to ensure that organizational training efforts are targeted and effective, addressing real skill gaps rather than relying on assumptions. Research indicates that 75% of the $130 billion spent annually on learning and development worldwide is wasted on ineffective programs due to a lack of proper needs analysis, leading to disengaged employees and squandered resources.

Without a structured TNA, organizations risk investing in training that fails to address actual performance issues, resulting in wasted time, money, and effort. A proper TNA identifies critical performance gaps, prioritizes training needs, and ensures interventions align with business goals, preventing costly missteps and maximizing impact.

When not done right, this obscure picture impedes the success of an intervention, leading to setbacks and disbelief in the efficiency of learning and development in driving change. Successful organizations, on the other hand, clearly define the desired state, assess the current state in terms of capabilities (Knowledge, Skills, and Abilities – KSAs), identify the gap, and arrive at a need to bridge it through the right approach, such as training.

Course Objectives

By the end of the Training Needs Analysis Course, participants will be able to:

• Define the meaning of the entire training cycle
• Explain the meaning of Training Needs Analysis
• Determine the importance of Training Needs Analysis
• Clearly define the factors essential for conducting a training needs analysis
• Define competencies and explain Knowledge, Skills, and Abilities (KSAs)
• Explain various training and development perspectives
• Elaborate on the steps involved in the Training Needs Analysis process
• Define the components of a training needs analysis report
• Ascertain the importance of learning styles while conducting Training Needs Analysis
• Explain the factors important for design and delivery strategy of any intervention

Transform your approach to training needs analysis and drive impactful learning-enroll today for immediate results!

Training Methodology

This collaborative Training Needs Analysis Course delivers a powerful, immersive learning experience through carefully selected methodologies that balance theoretical knowledge with practical application. We’ve designed each element to ensure participants not only understand TNA principles but can confidently apply them in real-world situations, creating immediate impact within their organizations.

• Interactive sessions and lectures
• Group discussions
• Case studies
• Role-plays

At Zoe Talent Solutions, we practice the Do–Review–Learn–Apply Model to incorporate learnings into daily office workspaces. This workshop is highly collaborative, with participants from diverse cultures contributing their office experiences and challenges. Customized modules can be arranged for organization-specific learning requirements, even involving external stakeholders for feedback and improvisations.

Who Should Attend?

This course would be suitable for:

• Human Resource Professionals
• Trainers
• OD Consultants
• Managers of People
• Independent Training Professionals
• Instructional Designers

Organizational Benefits

Organizations who nominate their employees to participate in this Training Needs Analysis Course will benefit in the following ways:

• Define competencies that are to be developed while conducting training needs analysis
• Address skill gaps that are a roadblock in organizational success
• Define clear problem statements and indicators that can be addressed
• Get buy-in from learners by engaging and investigating with them
• Involve multiple stakeholders for getting a broad perspective for the right impact
• Ask relevant questions to gather the information that can help bridge gaps
• Use a competency-based framework and formal approach to training
• Turn cost into investment by bridging the skill gap
• Use a scientific, fail-proof approach to plan training around proven challenges and concerns
• Develop TNA reports that can help develop and implement successful training, and gauge effectiveness post-implementation
• Conduct TNA as a reactive procedure on client feedback, the gap in the current and desired state, or proactively as a response to the ever-changing economic environment
• Gauge excitement of team towards learning, build enthusiasm by involving activities as per learning styles and preferences
• Validate every training requirement that occurs/stems up with a structured TNA

Research indicates that improved resource efficiency through TNA ensures training budgets are used effectively by focusing only on necessary skills, reducing waste. Studies show that targeted training can save costs by avoiding irrelevant programs. 

Empower your organization with strategic training needs analysis-enroll your team today and see the transformation in learning effectiveness!

Personal Benefits

Participants who enroll in this Training Needs Analysis Program will benefit in the following ways:

• Learn and explain the meaning and importance of Training Needs Analysis
• Define the factors essential for conducting successful TNA for effectiveness
• Define KSAs for an employee to successfully perform a job
• Investigate and explain the symptoms and observations that lead to the need for a TNA
• Collaborate with multiple stakeholders (internal and external) for gaining insights on the performance gap
• Build a template, questionnaire for formal and objective TNA
• Conduct TNA to consistently build programs that help achieve business objectives
• Challenge and counter stakeholders who ask for training without defining a problem statement, help define a problem statement and then conduct a TNA
• Partner with subject matter experts to look at solutions for the problems/skill or performance gap identified
• Build and follow a step-by-step approach for conducting a TNA
• Define the components of an objective TNA report and create such reports for organizational success
• Be a champion in saving costs by investing only in the right training that can address skill gaps

Course Outline

Below is the course outline and the modules that would be covered during the Training Needs Analysis Course:

Module 1: What is Training Needs Analysis:

• Defining the process
• Importance
• Scope
• Formula
• Steps involved in the process

Module 2: Why Training Need Analysis

• Firefighting Vs. Time-consuming
• Cost Vs. Investment
• The performance gap is not always a training issue

Module 3: Elements of Training Need Analysis Process:

• Organisational Analysis
• Task Analysis
• Person Analysis

Module 4: Factors to consider while conducting a TNA:

• Opportunity for the practice of learning
• Active participation – participants inclination
• Relevance in the actual job

Module 5: Steps in TNA Process:

• Current State Analysis
• Desired State Analysis
• Determine the cause of performance gap: What causes the gap: Skills, knowledge, or something else
• Can a learning intervention address the issue? If Yes, build it from there
• If no, communicate to the management that learning intervention cannot address the issue

Module 6: Tools and Techniques for TNA

• Observation
• Interview
• Group Discussion
• Feedback from the management, customers, peers
• Questionnaire
• Focus Group

Module 7: Key stakeholders to be involved:

• The entity asking for training
• The entity engaged in design and development of training
• The participant groups
• The customers (internal and external)
• Other relevant consultants/ interested parties

Module 8: Factors for content design and delivery in TNA

• Pre-training preparations
• Actual training
• Post-training support

Module 9: Consequences of not performing appropriate TNA

• Wrong Content
• Reluctant participants
• Loss of time
• Loss of money
• Failure as a result

Real World Examples

The effectiveness of Training Needs Analysis (TNA) is well-documented across industries:

• Moorhouse Group Ltd (UK Insurance Company) conducted a TNA with external consultants to identify skill gaps in their sales team, designing targeted training to improve lead generation and sales conversion. Post-training, the company saw a 56% increase in the number of calls handled by the sales team, significantly boosting productivity and sales outcomes.
• Amazon invested $1.2 billion in upskilling employees through a TNA-driven program to prepare staff for future career opportunities and adapt to evolving business needs. This enhanced workforce flexibility and readiness for technological and market changes, strengthening Amazon’s position as an innovative leader.
• PT Kawasan Industri Nusantara Sei Mangkei (PT KINRA, Indonesia) applied TNA to systematically assess training requirements, ensuring resources like funds and time were maximized by focusing on relevant skill development. This reduced the risk of over-budgeting and improved training effectiveness by scheduling programs based on identified needs, leading to better alignment with organizational goals.

Be inspired by industry leaders-register now to build the training needs analysis skills your organization needs for success!