Strategic Training Needs Analysis (TNA) Using the ALIGN Framework

05-06 Nov, 2025, CONCORDE HOTEL KUALA LUMPUR

IPA Training is Registered with

Venue Details

CONCORDE HOTEL KUALA LUMPUR
2 Jalan Sultan Ismail, 50250 Kuala Lumpur, Malaysia,

https://kualalumpur.concorde hotelsresorts.com/


Phone : 03 2144 2200

Contact us

FOR COURSE DETAILS

Juliany,

Office: 03 2283 6109

Mobile: +60 122281247

juliany@ipa.com.my

Phoebe,

Office: 03 2283 6100

Mobile: +60 193637822

phoebe@ipa.com.my

Bee Teng,

Office: 03 2282 6112

Mobile: +60 172566121

beeteng@ipa.com.my

FOR CUSTOMISED IN-HOUSE TRAINING

Jane,

Office: 03 2283 6101

Mobile: +60 129418251

jane@ipa.com.my

Keith,

Office: 03 2283 0000

Mobile: +60 162272735

keith@ipa.com.my

ADDRESS

A-28-5, 28th Floor, Menara UOA Bangsar,
No.5, Jalan Bangsar Utama 1,
59000 Kuala Lumpur

FOCUSING ON

Day 1: Foundations (Assess, List, Identify)
• Aligning TNA with strategy, metrics, and gap analysis.

Day 2: Execution & Evaluation (Generate, Navigate)
• Reporting, ROI, and stakeholder engagement.

OVERVIEW

Organizations that thrive align employee development with strategic goals. A Strategic Training Needs Analysis (TNA) is essential for ensuring learning investments boost business growth and sustainability.

This two-day course introduces The ALIGN Method for Heads of Departments (HODs)and Learning and Development (L&D) leaders to develop, prioritize, and measure training needs effectively. Participants will learn to identify capability gaps and create impactful learning solutions.

AFTER ATTENDING THIS COURSE YOU WILL RETURN TO YOUR JOB…
  1. Implementing a repeatable, strategic TNA process using the ALIGN framework.
  2. Linking training needs directly to business and departmental KPIs for stronger alignment.
  3. Diagnosing competency and non-competency gaps using data-backed tools.
  4. Prioritizing high-impact training through a heatmap and matrix approach.
  5. Measuring training and learning outcomes using the Kirkpatrick Model.
  6. Empowering L&D teams and HODs to collaborate and drive strategic workforce development.
WHO SHOULD ATTEND
  • HR Managers needing to justify L&D budgets.
  • L&D Specialists designing competency-based programs.
  • Department Heads addressing team skill gaps.
  • Consultants offering TNA services.
METHODOLOGY

30% Lecture
• ALIGN framework
• Case Studies

40% Workshops
• Visual Canvases
• Gap Analysis
• Report Drafting & TNA Templates
• Wall Walks
• Heat Maps
• Matrix Labs

30% Interactive Activities
• Role-plays
• Group Presentations
• TNA Simulation
• Polls
• Competency Challenges

DAY 1
9:00

Module 1: Demystifying TNA What is TNA?

  • What is TNA?
  • Strategic vs Tactical TNA
  • Why TNA Fails
10.45

Module 2: (A) – Assess Organizational & Training Objectives

  • Understanding strategic business goals vs. training needs
  • Translate Vision to Learning Goals
  • Identify Departmental Success Metrics
1:00 Lunch
2:00

Module 3: (L) – Listing Key Performance Metrics

  • Identifying KPIs & OKRs for measurable impact
  • Link KPIs to Learning Needs
  • Competency frameworks & job role benchmarks
  • Case Study: Performance metrics
3:45

Module 4: (I) – Identify Performance & Skill Gaps

  • Competency vs Non-Competency Gaps
  • Root cause analysis: Is it a training issue or systemic problem?
    Tool: Gap Analysis Matrix (Current vs. Desired Performance)
  • Data collection methods (surveys, interviews, assessments)
  • Bloom’s as Diagnostic Tool
  • Group activity: Conduct a mini-TNA for a sample company
  • Present findings and prioritize gaps
 

Day 1 Outcomes:

  • Define the role of Strategic TNA
  • Align learning goals to strategic business outcomes
  • Build a KPI-performance map across departments
5:00 End of Day 1
DAY 2
9:00

Module 5: (G)– Generate TNA Report &
Training Solutions

  • Structuring a compelling TNA report for stakeholders
  • Budgeting & cost-effective training solutions
  • Drafting TNA proposal
10.45

Module 6: (N) – Navigate Success: Evaluating ROI & Training Impact

  • Calculating training ROI (cost vs.
    performance gains)
  • Kirkpatrick’s 4-Level Evaluation Model
  • Reaction, Learning, Behavior, Results
  • Case Study: Measuring post-training success in Malaysian firms
1:00 Lunch
2:00

Module 7: Stakeholder Buy-In & Action Planning

  • Presenting TNA findings to leadership
  • Overcoming objections and securing budgets
  • Role-Play: Persuading management to approve training
3:45

Module 8: Final ALIGN Simulation

  • Participants develop a full ALIGN-based TNA plan for their organization
  • Peer review and trainer feedback
 

Day 2 Outcomes:

  • Diagnose root causes of learning gaps
  • Develop a prioritized, department-aligned TNA Matrix
  • Learn how to measure and report training impact using Kirkpatrick
5:00 End of Course