HR strategy and best practice › Training Needs Analysis and Planning

Training Needs Analysis and Planning

Access the full TNA toolkit, determine priorities and build compelling learning interventions

This is a sample learning overview that we can design and deliver specifically for your organisation.

There are many different approaches to Training Needs Analysis (TNA) and many tools to choose from. Setting out to establish the needs within your organisation can be daunting - it's hard to know where to start. And that's before considering how best to present your findings to senior stakeholders and gain their buy-in.

Yet carefully planned - and strategically aligned - learning and development sits at the heart of sustainable business performance. Effective training needs analysis is the foundation of this development activity. It drives performance, and delivers a tangible return on investment.

We can design and deliver a Training Needs Analysis masterclass that will allow you to explore the relative merits of the various tools available. You'll learn how to select the right approach for your business. You'll leave with valuable techniques to help you present a compelling case investment to colleagues.

Who will benefit?

All Learning and Development Professionals, Training and Development Managers and Professionals, Managing Directors, HR Directors, HR Managers, Director of People and Performance, Director of Organisational Development, Department Managers, Policy Managers, Anyone responsible for designing and implementing learning and development or training programmes.

Participants will:

  • Establish the central role that training needs analysis plays in defining individual, team and organisational priorities
  • Access, understand and apply the full range of training needs analysis tools available
  • Determine the approach to training needs analysis that best suits your organisation
  • Identify priorities and structure a compelling and credible development plan
  • Understand how best to present your plan to senior colleagues - build the confidence necessary to gain their buy-in
  • Benefit from an interactive programme in which you can discuss your own business needs, gain direct guidance from our consultant and share experiences with your peers

View typical programme content


The role of Training Needs Analysis

  • Inform decisions about the learning provisions required at individual, team or organisational level
  • Perform a health check on the skills, talents and capabilities of the organisation
  • Ensure there is sufficient capability to sustain business performance
  • Ensure statutory requirements such as health and safety are met

Identifying the different elements that consitute a TNA

  • Review the organisation's strategic and operational plans
  • Assessing the skills needed within the team to achieve its objectives
  • Evaluating the needs of individuals and identify the value in creating personal development plans
  • Approaches to undertaking a training needs analysis
  • Gathering data to inform the training needs analysis

Conducting a TNA – the toolkit

  • Using SWOT and PESTLE tools
  • Competence-Based TNA Diagnostic tool
  • Using appraisals and performance reviews to inform the TNA
  • Developing personal development plans
  • Understanding the importance of surveys and questionnaires

Presenting findings to senior management

  • Collating data to present to colleagues and stakeholders in other business units
  • Reporting findings to the board to seek approval for training interventions (what added value it will bring to the organisation)
  • Matching training interventions to support the organisation's strategy
  • What is the expected return on investment linked to the business objectives?
  • Prioritising learning needs
  • Achieving budget sign off

Developing an action plan

  • Reviewing your own position and planning real actions to take place in the next week, month, 3 months and longer term

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A wide range of learning methods ensures we deliver learning that is appropriate, specific and drives sustainable change.

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