Training Needs Analysis
Training Needs Analysis (TNA) – also known as a gap needs analysis – identifies skills/competency gaps by isolating the difference in and between current and future skills/competency. This is achieved by collecting both qualitative and quantitative data for analysis.
Business case for a TNA:
Significant employer or small employer?
Dynamic and complex economic, legislative and contractual environment
Challenges with shift in demographics and age profile
Industry and policy directions (national, state, local)
Strategic and business plan, new project, site, facility
Problems attracting, recruiting and retaining staff
Increase workforce productivity, quality, skills shortages, occupational health and safety, risk
Example of good practice and increasing levels for RTO service contracts/client expectations
Evidence based approach for capability, tenders and proposals
Starting points for a TNA:
Performance problems
Introduction of a new system or processes
Automatic , irrelevant or habitual training e.g. compliance based (stay in business training)
Significant change/opportunity and need to define capability
Different methodologies for a TNA:
Person analysis – profiling individuals
Job analysis – profiling jobs, option: triangulation with 3 profiles per job role
Organisation analysis, option: sample across the organisation – job role based
Bottom up, problem based or profiling against a [future] skills/competency framework
