Training Needs Analysis: Determining Training Needs

HRODC Postgraduate Training Institute
In Amsterdam (Netherlands), Durban (South Africa), Dubai (United Arab Emirates) and 7 other venues

£ 4,000 - (Rs 3,26,132)
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Important information


imited Objectives: By the conclusion of the specified learning and development activities, delegates will be able. to: Identify the rationale for and definition of Training Needs Analysis (TNA). Learn how organisational training needs analysis, subsystem training needs analysis and individual training needs analysis are conducted. Enumerate the approaches, methods and techniques of TNA and discuss each. Identify the sources of information for TNA and the factors which should be taken into consideration when choosing which among the approaches will be used.
Suitable for: Course Designers. Training Analysts. Senior Instructors. Training Managers. HR Professionals. HR Managers. HR Consultants. Those interested in maximising the training's budget. Team Leaders. Training Coordinators. Training Administrators

Important information

Where and when

Starts Location
On request
Damrak 1-5, 1012, Noord Holland, Netherlands
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On request
South Sathon Road, 10120, Bangkok, Thailand
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On request
City of London
Kendal Street, London, England
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On request
Coral Deira Hotel, Muraqabat Street, Deria, Dubai, 82999,, 82999, Dubai, United Arab Emirates
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On request
Walnut Road, 40001, Johannesburg, South Africa
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Frequent Asked Questions

· Requirements

Degree or Work Experience

Course programme

Course Contents:

Contextualising Training Needs Analysis

  • Organisational Development in Context
  • Training an Macro Organisational Development
  • Training a Micro Organisational Development
  • Rationale For and Definition of Training Needs Analysis (TNA)
  • Training Needs Gaps in:
  • Organisational Training Needs Analysis
  • Subsystem Training Needs Analysis
  • Individual Training Needs Analysis
  • Approaches to Training Needs Analysis
  • Methods of Training Needs Analysis

Education, Training and Development Activities

  • Difference between Education, Training and Development
  • Education, Training and Development and Opportunity Costs
  • Efficiency Gains
  • Defining Efficiency Gains
  • Measuring Efficiency Gains
  • Improving Efficiency Gains
  • Training as Investment
  • Investors in People (IIP): The British Model
  • Evidence from 'Investors-in-People
  • Calculating Return on Investment (ROI) from Education, Training and Development

Learning in the Organisations and Organisational Learning

  • The Organisational Learning Process
  • The Individual Learning Process
  • The Importance of Focus Groups in the Learning Process
  • Action Learning in Organisational Learning
  • The Learning Organisations and its Facilitation of Organisational Development
  • Experiential Learning;
  • Reflective Practice
  • Collaborative Learning
  • Synergy in the learning Process
  • Learning to Learn;
  • Life-Long Learning; and
  • Understanding Group Processes and Organisational Change

Possible Sources of Information for Training Needs Analysis (TNA)

  • Strategic Plans
  • Tactical Plans
  • Operational Plans
  • Strategic Operational Review
  • Human Resource Plan
  • Succession Plan
  • Human Resource Audit
  • Critical Incident Reports
  • Individual Performance Appraisal Reports
  • Personnel Deployment Charts
  • Business Plans
  • Job Evaluation or Job Tasks and Role Analysis
  • Client or Customer Feedback
  • 360 Degrees Feedback
  • Supervisory Reports
  • Training Needs Analysis Questionnaires
  • Assessment Centres
  • Training Needs Survey
  • Task Competencies Report

Additional information

Payment options: Payments need to be made two weeks prior to course start.

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