OVERVIEW
Training Needs Analysis is a key tool for HR professionals, Head of Departments, Supervisors, Operations Head, Managers. It helps you establish what areas of L&D you need to focus on in order to improve the skills, knowledge, and abilities of your employees. With the data you acquire, you can build a solid foundation for developing successful training programs that help your company grow and develop. And these programs are more important than ever in our current climate.
At the end of the training, participants would be able to:
- Understand the concept of Training Needs Analysis (TNA) and its significance in employee development.
- Identify which employees require training and what specific training they need based on performance gaps.
- Design effective training programs that target the identified gaps and align with organizational goals.
- Evaluate the potential impact of training on employee performance and overall organizational success.
- Determine the level of investment, resources, and budget required to implement training programs.
- Recognize the importance of setting training timelines and priorities in alignment with available resources.
- Define the necessary knowledge and skills for employees to achieve desired outcomes.
- Conduct development conversations effectively to support employee growth and skill enhancement.
- Apply techniques and best practices in development conversations to facilitate employee development.
- Practice and shadow development conversations in simulated scenarios to enhance practical skills.
- Establish training priorities and timelines while considering budget constraints and organizational goals.
- Typically spans 2 days (9am to 5pm).
- Nonetheless, we can customize both the program’s duration and schedule to cater to unique client requirements (e.g., compact 1-day workshops or extended sessions beyond 3 days).
- Human Resource Professionals
- Learning and Development Managers
- Managers and Supervisors
- Training Coordinators
- Organizational Development Professionals
- Team Leaders and Project Managers
- Training Consultants and Facilitators
- Business Owners and Entrepreneur
PROGRAM OUTLINE
- Which employees need training?
- What kind of training do they require?
- How can you design an effective training program for them?
- What will be the impact of training be on employee performance?
- What level of investment and resources will be required to implement an effective training program?
- Identify gaps
- Plan
- Get creative
- Target the right people
- Use workplace profiles
- Search for performance gaps
- Ask employees for feedback and suggestions
- compliance needs during your TNA
- Take into account company’s goals for the next year
- Defining the specific skills, you need to get where you want to be
- What is Development?
- How to have development conversation?
- Techniques in development conversation?
- Participants will practice and shadow development conversation in a simulated environment and scenarios
- Establish your priorities in line with your budget
- Training Budget vs Cost Centre
PROGRAM METHODOLOGY
- Hands-on Activities: Practical exercises to reinforce theoretical concepts.
- Group Discussions: Opportunities for peer-to-peer learning and exchange of ideas.
- Role Plays: Simulations of realistic situations to build practical skills.
- Feedback Sessions: Reviews and reflections to encourage improvement.
- Problem-solving Exercises: Develop critical thinking and decision-making skills.
- Experiential Learning: Learning by doing, promoting active involvement.
- Interactive Lectures: Engaging presentations by experts in the field.
- Case Studies: Real-world scenarios for learners to apply their knowledge.
- Quizzes & Tests: Regular assessments to track learning progress.
Hear What Our Customers Have to Say
EMPOWERING STORIES
CONTACT US
Our Experts Are Here to Help