BEGIN:VCALENDAR VERSION:2.0 PRODID:-//wp-events-plugin.com//7.4.12//EN BEGIN:VEVENT UID:2145@x8ti.com DTSTART;TZID=Asia/Singapore:20250526T090000 DTEND;TZID=Asia/Singapore:20250530T130000 DTSTAMP:20250215T112916Z URL:https://x8ti.com/event/training-needs-analysis-tna-training-course-2/ SUMMARY:Training Needs Analysis (TNA) Training Course DESCRIPTION:Introduction\n\nTraining is looked at as a cost by most of the organizations because there is no clear picture as to why there is a need for training\, who needs to be trained\, what needs to be addressed via tr aining\, what skills need to be developed\, and how the success of trainin g will be measured.\n\nWhen not done right\, this obscure picture impedes the success of an intervention thereby leading to a setback and disbelief in the efficiency of learning and development in driving change.\n\nSucces sful organizations on the other hand clearly define the desired state (wha t does the goal look like)\, then assess the current state in terms of cap abilities i.e.\n\nKnowledge\, Skills and Abilities (KSA’s) and then look at the gap and arrive at a need to bridge the gap by undertaking the righ t approach\, one of which could be training.\n\nThis process centered appr oach ensures that the training is not a checkbox activity or whims of some one in the management\, but a calculated step taken to help the organizati on navigate and reach the desired state faster in an effective manner.\n\n This Xcelerate Training course will empower you in understanding the impor tance of right training need analysis\, how to conduct one for expected ou tcomes\, what questions to ask while arriving at a training need\, templat es/ format to use\, who all to be involved in conducting TNA\, reports &am p\; usage of TNA to curate a right training program for maximum impact.\n\ nLearning Objectives\n\n Define the meaning of the entire training cycle\ n Explain the meaning of Training Need Analysis\n Determine the importan ce of Training Need Analysis\n Clearly define the factors essential for c onducting a training need analysis\n Define competencies and explain Know ledge\, Skills and Abilities (KSA’s)\n Explain various Training and dev elopment perspectives\n Elaborate on the steps involved in the Training N eed Analysis process\n Define the components of training need analysis re port\n Ascertain the importance of learning styles while conducting Train ing Need Analysis\n Explain the factors important for design and delivery strategy of any intervention\n\nTraining Methodology\n\nXcelerate Trainin g Institute has designed this training program on the Training Need Analys is Course for individuals at Junior\, middle and senior levels.\n\nThis wo rkshop is a very collaborative session as participants from all cultures c ontribute to this training program and share their own office experiences and challenges.\n\nCustomized modules can be arranged for organization spe cific learning requirements\, even the external stakeholders can be involv ed for feedback and improvisations. This program involves group discussion s\, case studies\, and role-plays.\n\nBenefits for Your Organization\n\n Define competencies that are to be developed while conducting training nee d analysis\n Address skill gaps that are a roadblock in organizational su ccess\n Define clear problem statements and indicators that can be addres sed\n Get buy-in from learners by engaging and investigating with them\n Involve multiple stakeholders for getting a broad perspective for the rig ht impact\n Ask relevant questions to gather the information that can hel p bridge gap\n Use a competency-based framework and formal approach to tr aining\n Turn cost into investment by bridging the skill gap\n Use a sci entific\, fail proof approach to plan training around proven challenges an d concerns\n Develop TNA reports that can help develop and implement succ essful training\, and help gauge effectiveness post-implementation\n Cond uct TNA as a reactive procedure on client feedback\, the gap in the curren t and desired state or proactively as a response to the ever-changing econ omic environment\n Gauge excitement of team towards learning\, build enth usiasm by involving activities as per learning styles and preferences\n V alidate every training requirement that occurs/ stems up with a structured TNA\n\nBenefits for You\n\n Learn and explain the meaning and importance of Training Need Analysis\n Define the factors essential for conducting successful TNA for effectiveness\n Define KSA’s for an employee to succ essfully perform a job\n Investigate and explain the symptoms and observa tions that lead to the need for a TNA\n Collaborate with multiple stakeho lders (internal and external) for gaining insights on the performance gap\ n Build a template\, questionnaire for formal and objective TNA\n Conduc t TNA to consistently build programs that help achieve business objectives \n Challenge and counter stakeholders who ask for training without defini ng a problem statement\, help define a problem statement and then conduct a TNA\n Partner with subject matter experts to look at solutions for the problems/ skill or performance gap identified\n Build and follow a step b y step approach for conducting a TNA\n Define the components of an object ive TNA report and create such reports for organizational success\n Be a champ in saving costs by investing only in right training that can address skill gaps\n\nTarget Audience\n\nHuman Resource Professionals\, Trainers\ , OD Consultants\, Managers of People\, Independent Training Professionals \, Instructional Designers\n\nCourse Outline\n\nWhat is Training Needs Ana lysis?\n\n Defining the process\n Importance\n Scope\n Formula\n Step s involved in the process\n\nWhy Training Need Analysis?\n\n Firefighting Vs. Time-consuming\n Cost Vs. Investment\n The performance gap is not a lways a training issue\n\nElements of Training Need Analysis Process\n\n Organizational Analysis\n Task Analysis\n Person Analysis\n\nFactors to consider while conducting a TNA\n\n Opportunity for the practice of learn ing\n Active participation – participants’ inclination\n Relevance i n the actual job\n\nSteps in TNA Process\n\n Current State Analysis\n De sired State Analysis\n Determine the cause of performance gap: What cause s the gap: Skills\, knowledge\, or something else\n Can a learning interv ention address the issue? If Yes\, build it from there\n If no\, communic ate to the management that learning intervention cannot address the issue\ n\nTools and Techniques for TNA\n\n Observation\n Interview\n Group Dis cussion\n Feedback from the management\, customers\, peers\n Questionnai re\n Focus Group\n\nKey stakeholders to be involved\n\n The entity askin g for training\n The entity engaged in design and development of training \n The participant groups\n The customers (internal and external)\n Oth er relevant consultants/ interested parties\n\nFactors for content design and delivery in TNA\n\n Re-training preparations\n Actual training\n Po st-training support\n\nConsequences of not performing appropriate TNA\n\n Wrong Content\n Reluctant participants\n Loss of time\n Loss of money\ n Failure as a result\n\n \; ATTACH;FMTTYPE=image/jpeg:https://x8ti.com/wp-content/uploads/2025/02/Trai ning-Needs-Analysis.jpg CATEGORIES:Human Resources Management (HRM) LOCATION:Singapore Training Courses\, Shangri-La Singapore Hotel\, Singapor e\, Singapore\, Singapore X-APPLE-STRUCTURED-LOCATION;VALUE=URI;X-ADDRESS=Shangri-La Singapore Hotel\ , Singapore\, Singapore\, Singapore;X-APPLE-RADIUS=100;X-TITLE=Singapore T raining Courses:geo:0,0 END:VEVENT BEGIN:VTIMEZONE TZID:Asia/Singapore X-LIC-LOCATION:Asia/Singapore BEGIN:STANDARD DTSTART:20240526T090000 TZOFFSETFROM:+0800 TZOFFSETTO:+0800 TZNAME:+08 END:STANDARD END:VTIMEZONE END:VCALENDAR