Training Needs Analysis full doc for st
Training Needs Analysis
Contents
Page:
2
3
4
6
7
8
11
12
12
13
14
15
16
17
What is Training/Learning Needs Analysis
Organisational level
Team level
Individual level
Trustees and Volunteers
Methods of Meeting Learning Needs
Prioritising Learning Needs
Evaluation of Training
The Learning and Development Plan
Resources – Advice, support and consultancy
Resources – Toolkits
Resources – Websites
Resources – Books
Acknowledgements
Appendices:
Page 18
Appendix 1: Identifying and Meeting Learning Needs: Diagnostic Tool
Page 21
Appendix 2: S.W.O.T Analysis template
Page 22
Appendix 3: Competence-based TNA Analysis
Page 24
Appendix 4: Personal Development Plan
Page 25
Appendix 5: Learning & Development Plan
What is Training/Learning Needs Analysis (TNA)
A training/learning needs analysis (TNA) is a review of learning and development needs for staff, volunteers and trustees within in your organisation. It considers the skills, knowledge and behaviours that your people need, and how to develop them effectively. Organisational TNA should ideally be undertaken at 3 levels:
•
•
•
Organisational level
Team/departmental level
Individual level
These three levels are inter-linked, and using this structure will help ensure a balanced analysis that takes into account the big picture as well as the specific needs of individuals.
Methods that can be used to identify learning needs include:
•
•
•
•
Analysis of existing strategies and plan to identify what skills are needed for delivery Questionnaires – paper based or online
One-to-one interviews
Focus groups - facilitated small group discussions with a representative sample of people
The outcome of your TNA should be a robust learning and development plan, based on research and linked to organisational, team and individual objectives.
Some of the questions that you might like to ask before undertaking an analysis of learning needs are:
1.
2.
3.
4.
5.
6.
Do we have a strategic and organisational plan?
Do we
Contents
Page:
2
3
4
6
7
8
11
12
12
13
14
15
16
17
What is Training/Learning Needs Analysis
Organisational level
Team level
Individual level
Trustees and Volunteers
Methods of Meeting Learning Needs
Prioritising Learning Needs
Evaluation of Training
The Learning and Development Plan
Resources – Advice, support and consultancy
Resources – Toolkits
Resources – Websites
Resources – Books
Acknowledgements
Appendices:
Page 18
Appendix 1: Identifying and Meeting Learning Needs: Diagnostic Tool
Page 21
Appendix 2: S.W.O.T Analysis template
Page 22
Appendix 3: Competence-based TNA Analysis
Page 24
Appendix 4: Personal Development Plan
Page 25
Appendix 5: Learning & Development Plan
What is Training/Learning Needs Analysis (TNA)
A training/learning needs analysis (TNA) is a review of learning and development needs for staff, volunteers and trustees within in your organisation. It considers the skills, knowledge and behaviours that your people need, and how to develop them effectively. Organisational TNA should ideally be undertaken at 3 levels:
•
•
•
Organisational level
Team/departmental level
Individual level
These three levels are inter-linked, and using this structure will help ensure a balanced analysis that takes into account the big picture as well as the specific needs of individuals.
Methods that can be used to identify learning needs include:
•
•
•
•
Analysis of existing strategies and plan to identify what skills are needed for delivery Questionnaires – paper based or online
One-to-one interviews
Focus groups - facilitated small group discussions with a representative sample of people
The outcome of your TNA should be a robust learning and development plan, based on research and linked to organisational, team and individual objectives.
Some of the questions that you might like to ask before undertaking an analysis of learning needs are:
1.
2.
3.
4.
5.
6.
Do we have a strategic and organisational plan?
Do we