- 1. Explain the purpose and core components of Training Needs Analysis and how it links skills development to organizational goals.
- 2. Apply an eight-step TNA process to assess capability gaps, determine training needs, and develop evidence-based recommendations.
- 3. Recognize critical success factors and common pitfalls to improve training outcomes and avoid wasted investment.
The video introduces Training Needs Analysis as a systematic method to evaluate the gap between current employee capability and job requirements, ensuring training decisions are strategic rather than assumption-based.
It walks through an eight-step framework — from defining scope and aligning to organizational goals, through competency mapping and gap analysis, to recommending solutions and securing approval.
The content concludes with seven practical tips and seven common pitfalls that help leaders design more targeted, inclusive, and impactful learning strategies.
Source: Online PM Courses - Mike Clayton
Chapter Markers:
1. What Training Needs Analysis is
2. An 8-step TNA Process
3. Step 1: Purpose and Scope of Your TNA
4. Step 2: Align TNA with Organizational Goals
5. Step 3: Identify Roles and Requirements
6. Step 4: Current Performance and Capability
7. Step 5: Capability Gaps
8. Step 6: Training Needs
9. Step 7: Training plan
10. Step 8: Approval
11. Implementation
12. Follow-up
13. 7 Top Tips for TNA
14. 7 Common TNA Pitfalls to Avoid
15. Summing up Training Needs Analysis
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