A Matrix for Training Needs Analysis

For a long time, I was searching for a good and simplified model for Training Needs Analysis (TNA). For a trainers training that I developed together with two colleagues from Lebanon and Jordan, I did some research and I came up with two models which were calling for a combination of both:

a) different components (stages) of TNA, which I found at the website of the UK based THE HRD GROUP LTD,

b) different methods for TNA, from http://www.hr-guide.com

In our training workshop we combined both,and the result was an instrument for decisions on the tools to be applied in different stages of the TNA:

What are the types of TNA?

Context Analysis
The context analysis looks at the institutional background of your client (decision makers, commitment, preferred learning methods, other contextual information).

Beneficiaries Analysis
The beneficiaries analysis looks at the knowledge level, the expectations, and learning styles of the intended target group.

Work Flow Analysis
The work flow analysis looks at the processes that need to be improved, and the existing skills levels.

Content Analysis
The content analsyis is the first sketch of the training programme, the building blocks of the training, the intended methods, tools and exercises, the content.

Suitability Analysis
The suitability analysis looks at whether the intended training programme will serve the objectives of the training (i.e. the improvement of certain work flows, and the enhancement of knowledge, skills and attitudes of the beneficiaries), and whether the intended training style fits into the organizational culture and learning patterns of your host.

Cost/Benefit Analysis
The cost-benefit analysis looks at whether the costs of the training will produce a tangible outcome and analysis whether the planned costs of the training programmewill be justified by the short and long term economic benefits of the training.

These are the tools and methods of TNA

• Direct Observation
• Questionnaires
• Standardized/Semi-standardized interviews
• Consultations with int./ext. resource persons
• Focus groups
• Tests
• Work samples
• External references (Internet, literature, reports, etc.)
• Trainer's/training planner's experience

Combine both, stages and tools, and you have a good indication of what to do in a TNA.