Training and Learning Needs Analysis

Also known as:
TNA: Training Needs Analysis
TNIA Training Needs Identification and Analysis

The Chartered Institute of Personnel and Development defines TLNA as:

"Training and Learning Needs Analysis (TLNA), formerly called just training needs analysis (TNA), can be seen as a health check on the skills, talent and capabilities of the organisation.

It is the systematic gathering of data to find out where there are gaps in the existing skills, knowledge and attitudes of employees. It involves collecting data about existing employees' capabilities and organisational demands for skills, and the analysis of the implications of new and changed roles for changes in capability. It should always flow from the business strategy, and its aim is the production of a plan for the organisation to ensure that there is sufficient capability to sustain business performance."

TNLA is often seen to be best suited to larger organisations who have dedicated L&D / HR functions. However, the questions of working with strategy and delivering business results apply equally for smaller organisations.
In smaller organisations where people are more likely to have multiple roles, it is necessary to concentrate on:
  • Defining the learning and talent gaps and consulting with the business leader on how these can be addressed
  • Fully assessing the costs and benefits
  • Exploring sources of funding -
    for smaller enterprises government support is often available, particularly around
    apprenticeship internships; student projects can also provide capability and skills
  • Developing solutions which allow flexible learning -
    smaller businesses and organisations can't often afford to have key staff absent on training
    courses - exploring other forms of delivery is often a necessity.
If you represent large organisation, a small business or work for yourself and want to think and plan future training needs; contact us to discuss a focussed and realistic approach to training.
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