CTRAINING NEEDS ASSESSMENT CONSULTING

Effective Training and TNA

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Area: Human Resources

Mode: Live Online, In-person, and In Company

OBJECTIVE OF TNA CONSULTING

Identify, in accordance with the organization’s strategic vision, the training and development needs of its employees in order to design the Comprehensive Training Plan.

WHY CONDUCT A TRAINING NEEDS ASSESSMENT?

In general terms, an organization is considered productive when it has achieved the set objectives, which are usually determined in a prior exercise of strategic planning. This involves not only defining the desired future for the organization but also identifying the past that has led to the current results.

Therefore, it is necessary to conduct an assessment of all the elements involved in that history, commonly measured in terms of indicators (such as sales, production, quality, customer satisfaction, waste, expenses, revenues, among others), all of which are operated by people who have been previously hired to ensure the organization functions.

Thus, the importance of conducting a competency-based recruitment and hiring process is emphasized, which becomes the fundamental basis for ensuring that those individuals possess the necessary knowledge, skills, and attitudes to facilitate the productive processes.

But the story doesn’t end there; in fact, it is just beginning because once people are incorporated into the organizational system, they require a constant “calibration” process to ensure that the human resources function properly. For this purpose, it is necessary to conduct a training needs assessment, more commonly known as TNA.

HOW TO CONDUCT A TNA – TRAINING NEEDS ASSESSMENT 

TNA thus becomes the justification for continuous learning to which every worker is entitled, in accordance with Article 153 of the Federal Labor Law, which refers to Worker Training and Development and is defined as the process that guides the structuring and development of plans and programs focused on strengthening competencies. Therefore, it must focus on:

Transmitting Information

Developing Skills

Developing and/or modifying Attitudes

Developing new Concepts to facilitate process operation and even enhance individuals’ level of specialization.

ANALYSIS OF HUMAN RESOURCES TRAINING NEEDS

The challenge for Human Resources departments within organizations is precisely to identify what individuals need to learn, what skills and attitudes they must possess to continue being competent individuals. To obtain this key information, a process must be followed that is based on conducting a Training Needs Inventory, which must be carried out at various levels of analysis:

  • Organizational Analysis: Understand the organization perfectly in terms of its philosophy, results, objectives, and strategies, as well as having institutional clarity regarding what is to be achieved with Training.
  • Human Resources Analysis: Identify the workforce and how it is structured within the organizational system, i.e., which positions exist, who depends on whom, their interactions.
  • Operations and Tasks Analysis: Clarify the competencies corresponding to each job position and those that individuals occupying them must demonstrate in their daily routine, as well as their tasks and functions.
  • Analysis of Key Performance Indicators (KPIs) and Key Behavioral Indicators (KBIs): Identify situations related to production and personnel performance.
  • Organization Expectations: Which may perhaps indicate an interest in expanding, diversifying, restructuring, etc.

Therefore, the formula for identifying training needs is as follows:

Job Requirements

(what should be)

–

Current Competencies of the Job Holder

(what is)

=

Training Needs

PHASES OF THE TNA PROCESS – TRAINING NEEDS ASSESSMENT

  • Clarify the Ideal Situation regarding personnel performance and organizational expectations.

Description of the Real Situation using tools such as:

Job Profiles and Descriptions Manual

Performance Evaluations

Interviews with personnel

  • Operation and behavior observation

In conclusion, the information gathered should serve to make decisions regarding the needs that must be addressed through an effective Training Program, thus contributing to strengthening the skills of the staff and consolidating the organization’s productivity.

BENEFITS OF TNA CONSULTING

 It will align the strengthening of the competencies required for personnel performance with the organizational strategy.

It will form an integral team to facilitate the deployment of training.

It will have the design of the Training Plan according to the structure required by the organization.

We will support you in monitoring the Training Plan through our team of consultants and trainers in each of the seminars, courses, workshops, or diplomas.

TAKE THE NEXT STEP IN YOUR TRAINING NEEDS ASSESSMENT

Identify, according to the organization’s strategic vision, the training and development needs of its employees in order to design the Comprehensive Training Plan.

Get consulting with an expert in effective training and TNA, fill out the form at the top of the page, and we will be happy to assist you.

 

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LEARN MORE ABOUT HUMAN RESOURCES COURSES

Diversity and Inclusion

NEW LEGAL REFORM: Changes in Outsourcing

Introduction to Organizational Development

Internal Instructor Training

PREVENTION OF PSYCHOSOCIAL RISKS TO IMPROVE THE WORK ECOSYSTEM

Diploma Course: Design Thinking for Human Resources

Effective Training and DNC Management

Methods for a Personal Performance Appraisal System Development

Job Profile Structure and Organization Chart

Procedures Design and Organizational Culture

LFT Analysis and Labor Reform Impact *Includes CCT

Payroll Management *Performance Appraisal

360° Performance Manegement

Growth Development

How to Reduce Staff Turnover

Culture: Course – Diagnosis of Organizational Climate

Internal Trainers Training Course

Variable Compensation Programs Design

Applying Psychometric Tests: Human Side and Terman Merril

Strategies for Recruitment and Selection by Competencies