Hi, I'm doing a project on "competency-based TNA." I have gone through the site, but I did not find the questionnaire on this topic. I found a questionnaire on evaluation, but not on training need analysis/identification. Could anyone help me with this? Please reply soon. Thanks.
From India, Mumbai
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From India, Mumbai
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hi , I have a quesstionnaire on TNA .You just check if its useful for you. i have attached the same. Regards ...Diksha
From India, Madras
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1From India, Madras
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Thank you, Diksha, for the TNA questionnaire.
May I provide some observations regarding competency-based TNA?
TNA, or training needs analysis, is the process of determining the training needs of a specific individual, group of individuals, or the entire organization.
The pivotal term for me here is 'needs.'
Who defines 'needs'?
The stakeholders do.
Who are the stakeholders?
Consider this list - there may be more:
1. Line Manager: accountable for the team's performance and capabilities, ensuring each member meets or exceeds current minimum standards and is prepared for future standards, even if requiring new skills.
2. Shareholder: impacted by employees' efforts financially, benefiting from improved profits or experiencing losses from excessive expenditures (e.g., on training).
3. Training department: aims to be a valued business partner to line management, adding genuine value.
4. Individual employee: seeks to perform well daily and prepare for a successful future career.
I observe that not all stakeholders are explicitly addressed in Diksha's questionnaire, but they could be easily incorporated.
Competencies often overlook performance levels, though implied - being COMPETENT to a DEFINED STANDARD.
DEFINED STANDARDS typically align with performance objectives, comprising three elements:
1. Task/Action/Behavior - what needs to be done or achieved, like unloading a container ship.
2. Standard - the level of achievement, for example, unloading 25 containers per hour.
3. Condition - the circumstances for achievement, such as using standard quay gantry cranes in all operating conditions.
Structuring training around these performance objectives is more efficient. Including a list of structured performance objectives in Diksha's questionnaire would be beneficial.
Before conducting the TNA, developing a business case and impact model is advisable to justify the training. For instance:
"For the past 3 months, the average unloading rate has been 20 containers per hour, below the standard of 22. This has led to late or incomplete ship services, incurring penalty payments of $250K. Action is needed to raise the crane rate to 23 containers per hour within 3 months."
Linking TNAs to such impact statements or business cases facilitates funding approval, aligns training outcomes with business performance, and enhances the training department's reputation.
Wishing you a great day!
Best wishes,
Martin
From United Kingdom,
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May I provide some observations regarding competency-based TNA?
TNA, or training needs analysis, is the process of determining the training needs of a specific individual, group of individuals, or the entire organization.
The pivotal term for me here is 'needs.'
Who defines 'needs'?
The stakeholders do.
Who are the stakeholders?
Consider this list - there may be more:
1. Line Manager: accountable for the team's performance and capabilities, ensuring each member meets or exceeds current minimum standards and is prepared for future standards, even if requiring new skills.
2. Shareholder: impacted by employees' efforts financially, benefiting from improved profits or experiencing losses from excessive expenditures (e.g., on training).
3. Training department: aims to be a valued business partner to line management, adding genuine value.
4. Individual employee: seeks to perform well daily and prepare for a successful future career.
I observe that not all stakeholders are explicitly addressed in Diksha's questionnaire, but they could be easily incorporated.
Competencies often overlook performance levels, though implied - being COMPETENT to a DEFINED STANDARD.
DEFINED STANDARDS typically align with performance objectives, comprising three elements:
1. Task/Action/Behavior - what needs to be done or achieved, like unloading a container ship.
2. Standard - the level of achievement, for example, unloading 25 containers per hour.
3. Condition - the circumstances for achievement, such as using standard quay gantry cranes in all operating conditions.
Structuring training around these performance objectives is more efficient. Including a list of structured performance objectives in Diksha's questionnaire would be beneficial.
Before conducting the TNA, developing a business case and impact model is advisable to justify the training. For instance:
"For the past 3 months, the average unloading rate has been 20 containers per hour, below the standard of 22. This has led to late or incomplete ship services, incurring penalty payments of $250K. Action is needed to raise the crane rate to 23 containers per hour within 3 months."
Linking TNAs to such impact statements or business cases facilitates funding approval, aligns training outcomes with business performance, and enhances the training department's reputation.
Wishing you a great day!
Best wishes,
Martin
From United Kingdom,
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Hi there,
Yaar, this questionnaire is really good. I was feeling hopeless and tense because I have very little time to develop my training program and needed a good questionnaire. Well, this was a great help. This place is good for HR people, yaar. 😃
Chao....
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Yaar, this questionnaire is really good. I was feeling hopeless and tense because I have very little time to develop my training program and needed a good questionnaire. Well, this was a great help. This place is good for HR people, yaar. 😃
Chao....
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Hi..I am doing my internship in an IT industry...Training need analysis is my project....can some 1 plz tell me how to handle it.....??
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Your Questionnaire is very well formatted and suitably good enough for the corporate world. I am a trainee and i needed it for HR project. Thank You Anoop
From India, Delhi
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From India, Delhi
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Hi,
I linked to this site not too long ago, but I just want to say kudos to all of you out there contributing to this. It's really a good site and pushes you to improve on your expertise with all the suggestions, proposals, samples, etc. It's great!
Regards,
Martha
From Ghana, Accra
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I linked to this site not too long ago, but I just want to say kudos to all of you out there contributing to this. It's really a good site and pushes you to improve on your expertise with all the suggestions, proposals, samples, etc. It's great!
Regards,
Martha
From Ghana, Accra
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Hi,
I went through your questionnaire, and it was good. I am in search of a questionnaire on Training Needs Analysis (TNA) for a retail industry, especially for a mobile selling industry. Can anyone help me with that?
Regards,
Vaishnavi Saravanakumar🌟
From India, Delhi
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I went through your questionnaire, and it was good. I am in search of a questionnaire on Training Needs Analysis (TNA) for a retail industry, especially for a mobile selling industry. Can anyone help me with that?
Regards,
Vaishnavi Saravanakumar🌟
From India, Delhi
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Hi, I am a management student. We have a presentation in training and development, where I am supposed to conduct a Training Needs Analysis (TNA) of my classmates and then provide a training session with activities. Can someone please guide me with a questionnaire for TNA? What questions should I ask? How do I conduct a TNA of my classmates? Please help urgently. Thank you.
Guys, please help. I'm new to this site, so just posting it here. Please help.
From India, Mumbai
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Guys, please help. I'm new to this site, so just posting it here. Please help.
From India, Mumbai
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