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:

• 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:

• 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