Training needs analysis is considerd the cornerstone of the training process

What is training needs analysis?

Training needs analysis (TNA) is the cornerstone and starting point for the training process in any organization. Therefore, the results of that analysis direct the management towards defining the required training objectives and then setting the plans and procedures to achieve those objectives, which are consistent with the objectives of the organization as a whole.

What is the importance of training needs analysis?

Therefore, before starting the training needs analysis, the objectives of the organization must be understood, which may be increasing sales, expanding and entering new markets, or developing operations and production and any other objectives adopted by organizations to ensure their survival and maintain their market share or reputation.

Where to start?

The process of analysis comes after the process of collecting the necessary information, the more that information is available and correct, the more accurate and objective the data analysis becomes, and then its results can be generalized. The data collection process is carried out through the following sources:

1. Goals and plans of the organization:

Organizations adopt goals and develop plans to achieve them. It may be necessary to build the capacities of employees in some areas in order to implement plans efficiently and effectively, and then achieve the required goals, such as developing managerial and leadership skills for managers, using networks, computers, data analysis skills, or providing employees with some social and communication skills, given The organization plans to expand vertically and deal with customers directly.

2. Managers’ observations:

Management is represented in achieving the optimal use of resources to achieve the goals, and thus setting requirements and performance standards, measuring the gap between reality and expectations, and identifying the causes of problems causing deviation from performance standards, which may be the inefficiency of employees or the lack of some of the required skills or the lack of coherence of the work team and thus suggesting appropriate solutions In training and qualifying employees.

3. Staff observations:

The employees in any organization are called the internal customers; Thus, organizations must pay attention to them as much as they care about external customers, and therefore the employees’ observations about performance and their requirements to perform their tasks, as well as their understanding of the aspects of the work they do; represents a reliable source of data that is reliable in the analysis process and thus making the appropriate decision.

4. Customers’ reviews:

Paying attention to customers’ evaluations periodically helps the organization to know whether it is on the right path or not, and thus collecting and analyzing the necessary data to find out the reasons for customers’ dissatisfaction with some aspects of the product or service provided to them, in which qualification and training play an important role.

5. Research and measurement:

Scientific research and depending on scientific and academic basis in the management of organizations helps in the early detection of problems and measuring the effects of various variables on performance rates, quality of work environment, leadership and communication skills, as well as customer satisfaction and demonstrating a positive image of the organization. In addition to measuring the external variables that affect the organization, predicting future requirements, and preparing employees for them.

6. Continuous learning and development:

Continuous learning and development is the guarantor for the survival of organizations in light of the fierce competition in the business environment, and training is one of the effective means to achieve the process of continuous learning, whether at the individual level or at the level of organizations, and thus discovering gaps and weaknesses to work on solving them, which makes learning a tool For self-evaluation at all levels and to discover training needs at the level of individuals and work teams. Continuous evaluation of the training process and measurement of training results on the performance of employees and the organization as a whole is one of the dimensions of the continuous learning process in order to develop training programs to suit the needs of the market and community, in addition to maintaining the competitive advantages of the organization.

How to implement training needs analysis?

Step one: Convincing the senior management of the importance of training needs analysis:

It is important for senior management or decision-makers to have convictions to pay attention to training in general and to analyze training needs in particular in order to take appropriate decisions and ensure the efficient implementation of training programs.

Step two: collecting information:

This is through observation, recording, and comparing performance with standards, in addition to using survey forms prepared by experts in various administrative fields, as well as conducting personal interviews with experts to express an opinion on some work issues and brainstorming sessions, and finally reviewing the experiences of other organizations, making reference comparisons and identifying everything new in the business field.

Step three: reviewing information and setting priorities:

All collected data are then reviewed and arranged in order of importance and priority in line with the organization’s strategy and objectives, while the illogical or erroneous ones are removed.

Step four: Data analysis:

Statistical methods are the best means for analyzing quantitative data in terms of clarity and accuracy, and the work team responsible for the data analysis process must work to convert data into numbers as much as possible to achieve maximum accuracy in the analysis process.

Step five: Determine training needs:

After analyzing the data and identifying the sectors and skills most in need of the training process, priorities are set to direct the training activities and budget towards the distinct places. (Pareto Law) can be used at this stage, through which it is possible to identify the most vital topics and impact on the performance of the organization and put them in the training priorities to make a noticeable difference whether in performance, efficiency, customer satisfaction, and other goals that the organization can adopt.

Conclusion:

In sum, the process of training needs analysis is the starting point for the training process and requires the conviction of the senior management of its importance, as well as accurate and sufficient data, and the use of quantitative methods as much as possible to analyze the data by statistical means for its quality.