At the end of this Training Needs Analysis, participants will be able to:

• Identify and be able to use models of training needs analysis and assessment.
• Be familiar with techniques to measure and show training results in the business.
• Understand how competencies are constructed and know which are the best to train to get good results.

• Prepare a plan for the identification of current and future training needs.
• Select and use information-gathering techniques effectively.
• Analyze the information to priorities training needs.
• Produce a training plan showing solutions, priorities and benefit projections.
• Conduct TNA projects in a timely and effective manner.

• Training Managers.
• Training Specialists.
• Training Coordinators.
• Training Consultants.
• HR Staff.

Course Content:

Unit 1: Organization Learning Culture:

• Define business culture and its elements.
• The Benefits of A Learning Organization Culture.
• The 4 Cs of organizational culture.
• Create a Learning Culture in the Workplace.
• Defining the term ‘training needs analysis’
• What makes up a training needs analysis (TNA)? 
• What is the reason for the doing TNA? 
• What do we want the TNA to achieve? 
• What are the objectives and outcome of the TNA? 
• Individual and organizational competencies
• How does TNA fit into the organization? 
• Factors that lead to success
• Factors that lead to failure

Unit 2: High-Performance Organization:

• The principles of HPO - Discussing factors that contribute to high organizational performance.
• The importance of the Performance Management System and the employee appraisal process.
• Understand the (4) Quadrant of Employee Performance and Learning.
• Understand the (5) Factors Model of Employee Performance and Learning.
• Learn the curve concept and its importance.
• Analyzing the target group to ensure the solution is relevant
• Aligning the training needs analysis to the strategic objectives of the organization 

Unit 3: Conducting Training Needs Analysis:

• Analyze the training model process and TNA.
• TNA and Individual Needs and Identifying Training Objectives - Using Competencies Matrix and performance review as input for TNA.
• Training Needs Analysis TNA and Job Needs and Identifying Training Objectives to Using Job Analysis as input for TNA.
• TNA and Organizational Needs and Identifying Training Objectives.
• Develop Training Criteria.
• Conducting a learning needs interview professional
• Developing, distributing and analyzing questionnaires
• Using technology and media to maximize efficiency

Unit 4: Training Implementation:

• Discuss the training model process and training implementation.
• Define and discuss training types (internal - external).
• Define and discuss training methodologies.
• Monitor training, trainer, and trainee during implementation.
• Estimating timings.
• Analyzing the relevance and competence of skills by job roles/individuals.

Unit Five: Selecting Delivery Methods and Analyzing Resources

• Understanding the advantages and disadvantages of delivery methods
• Selecting the most appropriate delivery methods for each element of the design
• Analyzing the location, facilities and equipment to ensure they are fit for purpose and within budget
• Predicting issues that may arise during delivery and eliminating these where possible
• Costing Training and Making Recommendations
• Negotiating adjustments to the budget, if applicable, based upon the estimated costs
• Reaching agreement on the objectives and deliverables

BTS attendance certificate will be issued to all attendees completing minimum of 80% of the total course duration.

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