In today’s workplace, every organization is hunting for a skilled workforce that will drive it towards a progressive future and thus competency has become the buzzword. But the bottom line is that with the passage of time, workforce competency decreases and their skills become obsolete especially with the advent of technology. Then, what’s the solution to this issue in companies?

In my opinion, the only way by which we can help organizations recover is by providing adequate training to develop new skills that have become requirement to enhance productivity & performance. And, thus this is the time when organization has to introduce “Training Needs Analysis” which can help perform an in-depth analysis to identify specific training gaps if any. TNA is the process of identifying the gap between needs of training and employee training.

Benefits of Training Needs Analysis

So, let’s list down the benefits of Training Needs Analysis.

  1. It helps us answer these questions:
    • Is training is required?
    • If yes, where it is to be implemented?
    • What sort of training is needed?
  2. With the successful implementation of TNA, the business will be in a position to analyze and evaluate better outcomes with an optimum utilization of its resources.
  3. It streamlines the organizational goals and objectives.
  4. It helps build credibility amongst its stakeholders.
  5. It also takes note of the efficiency guidelines – waste minimization, labor cost, distribution time, and production rates. After doing in-depth analysis and recording all parameters – the data so obtained will let us know the areas that require training.
  6. TNA will answer questions such as how useful training is for staff. Will training effect on the productivity. Such a cascade of questions can only be answered through a proper analysis at the employees’ level.
  7. It also oversees the standard that is required to be maintained by employees so as to maintain their competency level.
  8. It also reveals of the areas in which employees lag behind and need training in terms of skills, knowledge, or attitude.

Training Needs Analysis Approach – Change and Size

TNA project involves taking into consideration of a multitude of factors. Key factors include rate of change and organization change. The TNA approach needs to recognize:

  • Geographic/size factors
  • Growth factors
  • Range of job skills
  • Existing HR systems

This will allow management, on a priority basis, to implement and develop programs that will provide training to the workforce.

On the whole, with a proper analysis and implementation, we can make each & every employee happy, satisfied and highly productive. Training need analysis minimizes the gap in performance of employees from theory to its current state.

This gap may occur at the individual level or at the organizational level. We can even plan our budget with this analysis and it further ensures strategic planning of the organization.

If you are looking for assistance on Training Need Analysis, reach out to us at

Author: admin

Leave a Reply