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Chapter 3 – Training needs assessment

3.2. Training needs assessment (TNA)

The training needs assessment (TNA) identifies what skill, capability, and knowledge gaps exist between how stakeholders currently perform their jobs and how they will be expected to perform in the future state.  It also helps to:

  • Identify the gaps between current and future knowledge, skills, and competencies and the type of learning that is needed to fill these gaps
  • Document training requirements for stakeholders
  • Add context and key inputs into other documents.
  • Vision and case for change
  • Stakeholder analysis and engagement plan
  • Change impact assessment
  • Organisational change management strategy & plan
  • Training strategy and plan
  • Training curriculum and delivery plan
  • Change readiness assessment
  • Knowledge transfer
  • KPIs and success merics

3.2.1. Training needs assessment (TNA) – the process

1. Identify future knowledge, skills and competency needs

  1. Evaluate the current and future roles and skillsets for impacted groups (use the stakeholder mapping to help to identify these)
  2. Identify the gaps in roles and skillsets
  3. Conduct a high-level review to gain an initial understanding of the current state of the MDAs’ training provision.

2. Perform gap analysis and assess training options

  1. Capture the required competencies and learning/training areas for each role or team based on their current and required competency level
  2. Identify the training audiences/groups by department, branch or area, roles or teams
  3. Categorise the training requirements into modules designed to address learning gaps
  4. Use the information from the gap analysis and review of current training provision to assess the possible training options to close the gaps
  5. Discuss the training options with the relevant stakeholders and update the TNA.

Report training needs and recommend training plan

  1. Conduct detailed TNA debrief sessions, then summarise and further analyse the results
  2. Review and finalise a summarised version of the TNA with project leads, sponsors and impacted group leads.  Validate that they agree with the skill, capability, and knowledge gaps identified and the proposed method to address each gap.
  3. Plan training interventions to meet competence/skill gaps.

Reminder:

  • The TNA is created using a collaborative approach led by project leaders and impacted MDA leaders
  • The TNA drives the design, development and delivery of training programmes and should be frequently referenced when designing and developing training to ensure that training programmes address identified gaps.
  1. Review the examples.
  2. Use the template as a guide
  3. Develop training needs assessment

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