A Step by Step Guide on How to Implement your Own:
Training Needs Analysis
Did you know that 92% of employees agreed that well planned out training programmes have a positive impact on their level of engagement. In today’s digital age, this is good news for your business.
With many new trends and technological advancements being implemented every day, the way we do business is constantly changing too and that’s why we have put together this simple guide on conducting and implementing your own Training Needs Analysis.
But this doesn’t have to be a headache. Instead of falling behind your competitors you too can reap the benefits of staying up to date and capitalising on the hidden talent within your organisation. But where do you start? By simply improving the skills within your business. However, you can’t just throw everything and the kitchen sink at it. You’ll need to strategically pinpoint the areas of your business that lack certain skill sets. This is where a training needs analysis comes in.
In our latest e-book we break down what a training needs analysis is, why it is important to implement, which areas of business you can train, what the current trends are that are affecting business, and how to conduct your training needs analysis.
What is a training needs analysis?
A training needs analysis, or TNA for short is a systematic process of identifying gaps in knowledge, skills, and competencies amongst your staff. Once completed you can have a better understanding of what training methods are needed to enhance individual and collective performance within your organisation. This is an effective tool that can help you reach your short-term business goals as well as your long-term business goals.
Some steps that are commonly completed in a training needs analysis include identifying your business objectives, task analysis, performance gap analysis, employee surveys and feedback, managerial input, review of organisation goals, prioritisation of training needs, development of training programmes and evaluation. But we’ll go more in depth on these areas later in this e-book.
What is the importance of a training needs analysis?
In today’s day and age we are constantly inundated with big technological advancements. Just 14 years ago Instagram was created merely as a platform for friends to share fun pictures and give their followers a glimpse into what they were up to. Fast forward to now and Instagram, with over 2.4 billion users worldwide, can be used as a digital marketplace to delight and pull in customers that are eager to get their hands on your products.
Long story short, the world and coincidentally the way we do business, is constantly changing and evolving. The skills you may have learned five or even one year ago may not be up to scratch with the way the world is running today.
A training needs analysis is therefore a helpful tool to identify where your skills gaps are creeping in and what you can do about it to futureproof your business and improve business growth. In return, you’ll receive better employee performance which can skyrocket your productivity, efficiency and overall effectiveness.
Additional benefits include better resource allocation to initiatives that have greater impact, enhancing employee morale and talent retention, facilitating succession planning, meeting compliance and ensuring training is done effectively.
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How would you conduct a TNA?
While starting a training skills analysis may sound like a great idea, you might not know exactly where to start. Your first port of call may be to consider who has the knowledge and experience in conducting such an important investigation. Usually, L&D (Learning and Development) managers or HR departments are the professionals with the right information on your training needs and knowledge on data collection methods. A training needs analysis can then be conducted internally with a trusted team. However, if you are looking for a professionally crafted and insightful overview, consulting a training and development specialist may be the way to go.
Furthermore, to get more value out of your training initiatives in the South African business landscape then Skills Development programmes are the way to go. Choosing a one year learnership programme as your method of improvement will give you access to BBBEE points, tax breaks and benefits, funding, and a better BEE level on your scorecard. To make sure you are implementing your BEE strategies effectively we recommend reaching out to a BBBEE consultant. If you are wanting to find out more about the different learnership programmes available you can reach out to an accredited training provider.
Which areas within your business can you look at for training opportunities?
Next Steps:
Are you ready to get more out of your training efforts? Why not choose learnerships or QCTO occupational qualifications. These methods of learning are a great way to get tax rebates and benefits as well as adding points to your BBBEE scorecard.