From workforce need to targeted development plan.
A structured Training Needs Analysis identifies required competencies, existing gaps and the learning interventions that should be prioritised for people, projects and organisations.
A clear step-by-step training needs analysis
The process below can be adapted for a department, project, job family or entire organisation.
Understand the Business
Review objectives, projects, operational risks, standards and performance expectations.
Map Roles & Competencies
Identify job roles, responsibilities and the knowledge, skills and behaviours required.
Identify Gaps
Compare required competence with current capability, training history and observed performance.
Prioritise Training
Rank gaps based on risk, urgency, legal or client requirements and business impact.
Build the Plan
Create the training matrix, recommended courses, delivery mode, schedule and review cycle.
A practical training roadmap.
A completed TNA can be converted into a clear plan showing which employees require which training, the recommended priority, suitable delivery method and suggested timing.
Competency Matrix
Role-based visibility of required knowledge and skills.
Gap Analysis
Clear identification of development priorities.
Training Plan
Recommended learning interventions and sequence.
Review Cycle
Follow-up approach to monitor progress and future needs.