File Type: PowerPoint (pptx)

 

File Size: 5.1 MB

 

Number of Slides: 72

 

Terms of Usage

Training Presentation/Powerpoint:

Training Needs Analysis (TNA)

Description
 

Training needs analysis is not a compilation of employees' training wants. Neither is it simply talking to a few supervisors or circulating a memo to supervisors asking them to rank the courses listed.  To be effective, a training needs analysis has to address business needs and close performance gaps. With the right approach and understanding, you will be able to conduct an effective training needs analysis that ensures training is targeted at the right competencies, the right employees and is addressing a business need.

 

In this training powerpoint, you will learn the meaning and importance of conducting a training needs analysis, understand the key components of a training needs analysis, and acquire detailed knowledge on the nine-step process for conducting a training needs analysis.

Learning Objectives

 

  1. Understand the meaning and importance of conducting a Training Needs Analysis

  2. Gain knowledge on the components of a Training Needs Analysis

  3. Understand the common training and evaluation models

  4. Acquire detailed knowledge on the nine-step process for conducting a Training Needs Analysis

Contents

1.  What Is Training Needs Analysis

  • What is a Need?

  • What is Training Needs Analysis?

  • What Training Needs Analysis Is Not

  • The ADDIE Model

  • What is the Impact of a Poorly Designed Training Needs Analysis?

  • Scope of Training Needs Analysis

  • Classification of Training Needs

 

2.  Components of a Training Needs Analysis

  • Components of a Training Needs Analysis

  • Organizational Needs Analysis

  • Task/Job Analysis

  • Person Analysis

  • The Causes & Outcomes of a Training Needs Analysis

  • Key Concerns of Management and Trainers in Needs Analysis

  • The Kirkpatrick Training Evaluation Model

 

3.  How to Conduct a Training Needs Analysis – the Nine-Step Process

  • Nine Steps of Training Needs Analysis

  • Step 1 - Determine Desired Outcomes

  • Step 2 - Link Desired Outcomes with Employee Behavior

  • Step 3 - Identify Trainable Competencies

  • Step 4 - Evaluate Competencies & Determine Gaps

  • Step 5 - Prioritize Training Needs

  • Step 6 - Determine Training Method

  • Step 7 - Conduct Cost-Benefit Analysis

  • Step 8 - Report Analysis & Findings

  • Step 9 - Plan for Training Evaluation

  • Summary

 

You may also be interested in the following related documents (sold separately):
1.  Kirkpatrick Model for Evaluating Training Programs
2.  ADDIE Model for Instructional Design

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