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TNA
Training Need Analysis
TNA
• Systematic method for determining what
caused performance to be less than expected
or required
• Need for training occurs when actual
organizational performance is less than
expected organizational performance
• If gap is there it is known as organizational
performance gap.
• It helps determine whether training can
correct performance problem or not.
• It provide bench mark for performance level
When to conduct TNA
• If organization is trying to communicate new
vision Or legal concern
• Team requires team building
Training need analysis
Organisational analysis:
• Examination of environment ,strategies, organisational goals, resources
of orgn., performance data, personnel inventories
– To determine where the training emphasis should be placed in the
organisation.
Job Analysis:
• Analysis of job description and job specification to determine the
content of the training programme to ensure that the trainee perform
well on job. ( competencies required)
Person Analysis:
• To determine which employee needs training and which do not
Organisational analysis:
• Examination of environment ,strategies, organisational goals, resources
of orgn., performance data, personnel inventories
– Internal environment of the organization
– Analysis how internal environment affect job performance
– Identifies constraints on training
Tna
Tna
Tna

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Tna

  • 2. TNA • Systematic method for determining what caused performance to be less than expected or required • Need for training occurs when actual organizational performance is less than expected organizational performance • If gap is there it is known as organizational performance gap.
  • 3. • It helps determine whether training can correct performance problem or not. • It provide bench mark for performance level
  • 4. When to conduct TNA • If organization is trying to communicate new vision Or legal concern • Team requires team building
  • 5. Training need analysis Organisational analysis: • Examination of environment ,strategies, organisational goals, resources of orgn., performance data, personnel inventories – To determine where the training emphasis should be placed in the organisation. Job Analysis: • Analysis of job description and job specification to determine the content of the training programme to ensure that the trainee perform well on job. ( competencies required) Person Analysis: • To determine which employee needs training and which do not
  • 6. Organisational analysis: • Examination of environment ,strategies, organisational goals, resources of orgn., performance data, personnel inventories – Internal environment of the organization – Analysis how internal environment affect job performance – Identifies constraints on training