WHICH TYPE OF TNA METHODS SHOULD WE USE?

Ever wondered if your TNA (Training Needs Analysis) templates are correct? Ever wondered why your Training Calendars was not followed?

There are 6 types of TNA on how we need to collect data. We need to ensure that the TNA process is contributing best value to the decision making process. The breadth of TNA information collected is directly proportional to the number of TNA methods used. Why limit ourselves to competency studies when we can also collect data on why (context training needs analysis), what (content training needs analysis), and who (user training needs analysis), as well as the suitability of training and the ROI of the proposed learning programme? If cost is a main concern, one can possibly scale down the resources expended in a competency study and redirect them into the five other types of training needs analysis, which should not compromise quality of training needs analysis outcomes. 

The whole point of training needs analysis is therefore to ensure that best value is realised for the resources deployed.
When given a mandate to conduct a competency study, it is possible for a designer to incorporate elements of the additional training needs analysis processes. For example, while gathering data from a group about tasks, competencies and performances, one can also collect information about the context, users and perhaps other training needs analysis areas. By keeping the six training needs analysis methods in mind, one will find opportunities to weave them into an overall training needs analysis approach that is thought a good balance for your organisation and its culture, stage of systems evolution, values and beliefs etc. 

The following checklist will help sort through the selection of analyses you can use in a particular training needs analysis exercise. 

• Checklist of which training needs analysis method to select 

In selecting which training needs analysis techniques to use, we require answers to questions such as the following: 

What is the nature of the problem being addressed by training needs analysis? 
How have training needs analysis been identified in the past and with what results? 
What is the budget for training needs analysis? 
How is training needs analysis perceived in the organisation? 
Who is available to help conduct the training needs analysis? 
What are the time frames for completing the training needs analysis exercise? 
What will be the measure of a successful training needs analysis report? 

A competency training needs analysis is an important part of an overall training needs analysis strategy; however, we have seen that there are other facets to training needs analysis. When one exploits these other sources of training needs analysis information, the result is a more precise picture of training needs, which can lead to a performance improvement oriented training programme and better results from training. 

• Context training needs analysis checklist 

In completing a context training needs analysis, we need to gather data to answer questions such as the following:

Who are the decision makers? 
How can one gain access to decision makers? 
Are managers committed to the proposed learning initiative? 
What can be learned from similar training needs analysis exercises or training courses that was delivered in the past? 
What are the preferred learning methods of the organisation? 
What are the criteria that the o rganisation will use to judge whether the learning programme is successful? 
What other contextual information should you be aware of in conducting a training needs analysis?

• User training needs analysis checklist 

In completing a user training needs analysis, we need to gather data to answer questions such as the following:

What level of subject-matter knowledge do learners and trainers possess? 
What experiences (negative and positive) have learners and trainers had with different learning methods? 
What are learners' and trainers age, gender, skills and experiences, etc? How do participants prefer to learn?
How do trainers prefer to teach?
What is the availability of trainers and potential participants? 
What expectations do participants and trainers have about the learning programme? 

• Work training needs analysis checklist 

In completing a work training needs analysis, we need to gather data to answer questions such as the following:

In what jobs is training recommended? 
What are the key components of the work being performed? 
What skills and knowledge are required to perform the work? 
What are the different levels of skills and knowledge required? 
What are the measures of successful performance of the work? 
Is individual performance compared to the measures of successful performance? 
Are people performing at the benchmarked levels? 

• Content training needs analysis checklist 

In completing a content training needs analysis, we need to gather data to answer questions such as the following:

What on-the-job documentation is used to help the application of learning? 
Is learning material available in an electronic format so it can be converted into training materials? 
How is this content normally taught? 
What are the key building blocks of the training materials? 
What is the logical order of teaching the material? 
What has been the experience to date with existing methods of teaching the material? 
What can be done to ensure the subject is relevant to learners? 

• Suitability training needs analysis 

In completing a suitability training needs analysis, one needs to gather data to answer questions such as the following:

What are the symptoms of non-performance? 
Where is the non-performance among a group of employees? 
What are the causes of broad or group non-performance? 
Is non-performance due to a lack of knowledge and skills or practice? 
What training will help bridge the gaps between the standards of performance and the actual performance? 
What non-performance is due to reasons other than a lack of knowledge and skills? 
What solutions can be used to remedy non-performance caused by factors other than a lack of knowledge and skills? 

• Cost-benefit training needs analysis 

In completing cost-benefit training needs analysis, one needs to gather data to answer questions such as the following:

What steps will be involved in all phases of the training design and delivery? 
Who will be involved in all phases of the design and delivery? 
For how long will each resource be involved in all phases of the design and delivery? 
What are the direct costs of everyone involved in all phases of the design and delivery? 
What are the indirect costs such as travel and accommodation involved in the design and delivery? 
What have been the bottom-line benefits of similar programmes? 
What are the forecasted benefits of the training programme being developed?