Training Needs Analysis in Organizations

Subject: Employee Management
Pages: 3
Words: 565
Reading time:
3 min
Study level: College


Staff development is one of the chief elements that propel businesses to achieve their objectives. Investors should identify all relevant employee aspects that determine their ability to deliver quality results within their given timeframe. When modern technology crops in the market; investors should focus attention from concentrating on the technological aspects of a business and focus on the staff development. This will enable staffs to have modern skills and knowledge to handle clients in ways that correspond to the market requirements. A TNA (Training Needs Analysis) is a framework that outlines various aspects that must be put into consideration while addressing new issues that concern employees and work.

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Main Body

The main reasons for conducting TNA are to identify various performance challenges, plan for the introduction of novel technology or systems and the anticipation of a company to benefit from the expected changes (Goad 2010). The first step involves collecting data regarding the need to have the training. This information is collected through observation, interviews and questionnaires. The data obtained is used to analyze the needs of employees.

Secondly, there is the need to analyze the information obtained and group it according to the nature of their urgency and application in business. The analyzer has to identify the most urgent needs of the organization and those that do not require urgent attention. In addition, it is necessary to identify the target population that requires training in order to identify employee needs and training requirements. It is also vital to make clear the objectives of the training program and how they are to be achieved. Lastly, it is inevitable to disregard analyzing the policies of a given organization. This enables the trainers to adopt new skills while observing organizational regulations (Furjanic 2000).

The relevant questions that may offer vital help to supervisors include the following; are there any needs for training employees? What are the benefits that these trainings will have on the organization? What problems will the training solve? Once these questions are answered the supervisor will identify the appropriateness of any training. The main aspects involved in task analysis includes the description of the task given to the employee, the frequency at which these tasks are to performed, the effectiveness of delivering quality results, the grading system that outlines how workers need to perform. It involves the conditions under which such tasks are done, and knowledge required to perform the task.

Once the supervisor and trainers identify these issues, it becomes easy to train the employees and attain quality results. Most training deficiencies are as a result of wrong assumptions, made by trainers and supervisors (Noel 2009). They assume that all employees are going top undertake the training successfully. This disregards the variations in their abilities to grasp new ideas. The non training challenges involve lack of morale and positive attitude by employees towards these programs. There is a need to offer self tutoring programs like recorded videos that will enable employees to train while at their own convenience after work.


Organizations should plan and conduct regular training on their employees to ensure they have the relevant skills to do their work. This will help the organization achieve its goals within short periods and without incurring any unnecessary expenses. However, they should be ready to face all challenges that come with introducing new ideas to employees, and plan how to solve them.


Furjanic, S. (2000). Turning Training into Learning: How to Design and Deliver Programs that get Results. New York: Delmar Cengage Learning.

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Goad, T. (2010). The First-Time Trainer: A Step By Step Guide for Managers, Supervisors and New Training Professionals. New York: AMACOM Publishers.

Noel, R. (2009). Employee Training and Development. New York: McGraw Hill.