Training-Needs-Analysis-TNA-An-Overview ( bab 2).ppsx

Training Needs Analysis (TNA) is a systematic process used to identify the gap between the current capabilities of employees and the desired skill levels required to perform a job effectively. The purpose of TNA is to determine whether training is needed and, if so, to identify what specific training programs will best address these needs

1. Training Needs
Analysis (TNA): An
Overview
TNA is a critical process for organizations to identify the skills,
knowledge, and competencies required for employees to effectively
perform their jobs and achieve business goals. By assessing current
and future training needs, organizations can develop targeted
training programs to address performance gaps.
PJMK Dr. M Isa Anshori, SE.,MSi

2. Importance of TNA in
Organizational
Development
1Aligns Training
with Business
Objectives
TNA ensures training
initiatives directly
support the
organization's strategic
priorities and contribute
to overall success.
2Improves
Employee
Performance
Targeted training
programs based on TNA
findings help employees
develop the necessary
skills and knowledge to
excel in their roles.
3Enhances Organizational Effectiveness
By addressing skill gaps, TNA boosts productivity, efficiency,
and the organization's ability to adapt to change.

3. Key Steps in Conducting a TNA
1
Assess Current Performance
Evaluate employee competencies, identify skill gaps,
and understand the organization's training needs.
2
Analyze Training Requirements
Determine the knowledge, skills, and abilities required
for employees to perform their jobs effectively.
3
Develop a Training Plan
Design and implement targeted training programs to
address the identified performance gaps.

4. Identifying Performance Gaps
Observing Workplace Behavior
Analyze employee interactions,
decision-making, and task
execution to identify areas for
improvement.
Reviewing Key Metrics
Examine relevant performance
indicators, such as productivity,
quality, and customer satisfaction,
to pinpoint gaps.
Gathering Feedback
Solicit input from managers,
employees, and stakeholders to
gain a comprehensive
understanding of training needs.

5. Assessing Employee
Knowledge and Skills
Skills Inventory
Conduct a thorough audit of
employees' existing skills,
expertise, and certifications to
identify strengths and
weaknesses.
Competency Evaluations
Assess employees' proficiency
in key competencies required
for their roles through tests,
simulations, or interviews.
Self-Assessment
Encourage employees to
reflect on their own skill levels
and training needs, providing
valuable insights.
360-Degree Feedback
Gather feedback from
managers, peers, and direct
reports to gain a well-rounded
understanding of an
employee's capabilities.

6. Aligning Training with
Business Objectives
Strategic Alignment
Ensure training initiatives directly
support the organization's strategic
priorities and key performance
indicators.
Future-Focused
Anticipate upcoming changes,
challenges, and skill requirements to
develop training that prepares
employees for the future.
Cross-Functional Collaboration
Involve stakeholders from different
departments to create a holistic
training plan that addresses the
organization's diverse needs.
Continuous Improvement
Regularly review and refine the
training program to ensure it remains
relevant and effective over time.

7. Designing Effective Training Programs
Needs Assessment
Analyze the training needs identified through the TNA process.
Curriculum Development
Develop a comprehensive training curriculum that addresses the identified
skill gaps.
Delivery Methods
Select the most appropriate training delivery methods, such as classroom-
based, e-learning, or on-the-job training.
Evaluation and Refinement
Continuously monitor and evaluate the effectiveness of the training
program, making adjustments as needed.

8. Implementing and
Evaluating Training
Initiatives
Implementation Strategies Evaluation Metrics
- Develop a detailed
implementation plan -
Ensure training resources
and materials are readily
available - Provide ongoing
support and coaching for
participants
- Measure changes in
employee performance and
productivity - Assess the
application of learned skills
on the job - Gather feedback
from participants on the
training's effectiveness -
Analyze the impact on key
business outcomes

9. Continuous Improvement: Monitoring and Adjusting
1
Monitor Training Effectiveness
Continuously assess the impact of training initiatives on
employee performance and organizational goals.
2
Gather Feedback
Solicit input from employees, managers, and
stakeholders to identify areas for improvement.
3
Implement Changes
Utilize the insights gained to refine and enhance the
training program, ensuring it remains relevant and
effective.

10. Conclusion: Maximizing
the Impact of TNA
1Transformative Potential
A well-executed TNA can
drive significant
improvements in
employee performance,
organizational
productivity, and overall
business success.
2Continuous Adaptation
By continuously
monitoring and adjusting
the training program,
organizations can ensure
it remains aligned with
evolving business needs.
3Competitive Advantage
Investing in targeted, data-driven training can give
organizations a crucial edge in their industry, fostering a skilled
and adaptable workforce.