Implementing Training Needs Analysis

08-09 Dec, 2021, Virtual Classroom Training

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Venue Details

Virtual Classroom Training


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
  • Introduction The Purpose Of Training Needs Analysis (TNA) 
  • Conducting The Analysis 
  • Designing Training Program Evaluating Training Effectiveness Communicating The L&D Outcome 
INTRODUCTION 

Training Needs Analysis (TNA) is the process of identifying the gap between employee training and needs of training. Training Needs Analysis is the first stage in the training process and involves a procedure to determine whether training will indeed address the problem which has been identified. Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment”.

Training Needs Analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified.

AFTER ATTENDING THIS COURSE YOU WILL RETURN TO YOUR JOB…
  1. Explaining the value of TNA to the individual, division and organization.
  2.  Applying the strategies for determining training needs. 
  3. Recommending suitable development intervention to address performance gaps. 
  4. Linking training needs to the design and development of training courses and program. 
  5. Determining Projected Learning and Development Budget. 
  6. Identifying the appropriating evaluation tools and methodologies to measure learning outcomes. 
WHO SHOULD ATTEND
  • HR and L&D Professionals who handle or are involved in TNA Activities.HODs, Managers, Executives, Supervisors and Leaders. 
METHODOLOGY
  • Interactive Lectures, Presentation, Group Discussion, Skills Practice, 45 minutes Virtual Facilitation (Team).
DAY 1
9:00 

INTRODUCTION

  • What is a Training Needs 
  • Analysis Component of Training Needs Analysis 
  • Type of Needs Analysis 
10.45

THE PURPOSE OF TRAINING NEEDS ANALYSIS (TNA)  

  • Identifying the ‘REAL’ purpose of TNA 
  • Clarifying the Expected Outcome from TNA 
  • Approval and Buy-in on the TNA Project Scope, Plan & Resources 
1:00 Lunch
2:00

  CONDUCTING THE ANALYSIS

  • TNA Techniques and Approaches 
  • Analyzing the Data 
  • Determining Core Competencies 
5:00 End of Course
DAY 2
9:00

DESIGNING TRAINING PROGRAM

  • Define the Learning Outcome 
  • Identifying Suitable Training Intervention 
  • Determine the Learning and Development Budget
10.45

 EVALUATING TRAINING EFFECTIVENESS

  • Formative and Summative Evaluation 
  • Kirkpatrick/Phillip Evaluation Model 
  • Identifying Suitable Evaluation Tools and Methodologies 
1:00 Lunch
2:00

 COMMUNICATING THE L&D OUTCOME

  • Document the Needs Analysis Process and Outcomes
  •  Prepare Projected Cost Benefits and ROI 
  • Linking the Learning Outcome to Business Objectives 
5:00 End of Course