Training Needs Analysis

Training Needs Analysis

Thomson Bridge brings a wealth of industry expertise and learning and development experience to any Traning Needs Analysis (TNA) conducted for our clients.

A TNA is a review of learning and development needs within an organisation. It considers the knowledge, skill and behaviours that people need and how to develop them effectively. In order to deliver appropriate and effective training which meets the needs of individuals and the organisation, and represent value for money, a TNA is essential. 

TNA can cover organisation wide training needs including future skill requirements, role or task-based TNA to define specific training related to the role or task. The TNA process establishes a benchmark of required knowledge, skills and behaviour required at specific levels which can then be used to assess gaps and identify required training pathways.

We will work closely with our clients to ensure the TNA process is properly scoped to meet their needs. Our experts will conduct information gathering sessions and then undertake detailed analysis. 

We conduct a variety of TNA to meet our client’s requirements, including:

  • Organisational TNA: Organisational training needs analysis that covers the key skill sets required for an organisation. It can support other business initiatives such as future workforce planning, reorganisations and key capability analysis.

Organisational: 

  • Understand the business strategy and future direction
  • Review the regulatory landscape, business environment and emerging technologies
  • Identify key roles and the required skills, knowledge and attributes
  • Conduct a gap analysis against existing roles and their skills, knowledge and attributes
  • Review current educational pathways and enrolments to analyse future skills availability
  • Review organisational capability for organic in-house skills growth
  • Provide recommendations for current and future role skills requirements

 

  • Role TNA: Role training needs analysis that analyses the skills and capabilities of a role and conducts a gap analysis to support career development, compliance management and workforce planning.

Role:

  • Identify the role or task to be analysed
  • Identify the current skills, knowledge and attributes for the role or task
  • Understand the business strategy and future direction
  • Review the regulatory landscape, business environment and emerging technologies
  • Conduct a gap analysis against existing roles and their skills, knowledge and attributes
  • Determin the number of people requiring skilling
  • Identify the learning outcomes, objectives, teaching points required to build the required skills
  • Identifiy possible learning pathways and curriculum options
  • Identify external and/or internal capacities to build skills and relevant timeframes

  • Individual TNA: Individual training needs analysis that is most often used in investigations of individual capability and training. It usually supports incident and for cause investigations.

Individual:

  • Determine the scope of the TNA and reasons for undertaking the TNA
  • Identify relevant sources of information and gather data
  • Conduct personal interviews with the individual and relevant third parties
  • Identify relevant standards to be met
  • Conduct a gap skills analysis with the individual
  • Define a learning plan tailored to the individual to cover the gap analysis and TNA scope
  • Review of existing learning and development resources that meet the gap analysis and TNA scope
  • Identifict external and/or internal capacities to build skills and relevant timeframes 

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