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The guide then details skills and competency gap assessment, prioritisation matrices, training program design, evaluation methods, strategic integration, and an implementation plan, supported by practical templates and tools.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/presentations/","Presentations",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/organisational-training-needs-analysis-guide/245844/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/organisational-training-needs-analysis-guide/245844.png","ImageObject",442,249,{"name":42,"@type":43},"Chloe Bennett","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-24","2026-09-12",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",15,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What is the purpose of a training needs analysis (TNA) for research organisations?","Question",{"text":63,"@type":64},"The TNA identifies skills gaps and development opportunities, focusing on the competencies research managers need to manage research projects, teams, and operations effectively.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"Which tools are used to examine the organisational context in the guide?",{"text":68,"@type":64},"The guide uses SWOT to assess internal strengths and weaknesses and external opportunities and threats, and PESTLE to analyze political, economic, social, technological, legal, and environmental factors.",{"name":70,"@type":61,"acceptedAnswer":71},"How does the guide evaluate whether training programs are effective?",{"text":72,"@type":64},"It outlines evaluation and feedback mechanisms and includes evaluation tools for Kirkpatrick’s Model to support systematic assessment of training outcomes.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},245844,1790655803,{"code":4,"msg":82,"data":83},"success",[84,88,93,98,102,107,112,117,122],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":86,"slug":87},11,90,"presentations",{"id":89,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},12,"Resumes",80,"resumes",{"id":94,"doc_module":22,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},14,"Invoices",70,"invoices",{"id":55,"doc_module":22,"doc_module_name":25,"category_name":99,"show_sort_weight":100,"slug":101},"Posters",60,"posters",{"id":103,"doc_module":22,"doc_module_name":25,"category_name":104,"show_sort_weight":105,"slug":106},16,"Social Media",50,"social-media",{"id":108,"doc_module":22,"doc_module_name":25,"category_name":109,"show_sort_weight":110,"slug":111},17,"Forms",40,"forms",{"id":113,"doc_module":22,"doc_module_name":25,"category_name":114,"show_sort_weight":115,"slug":116},18,"Letters",30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":82,"data":127},{"doc_id":79,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":85,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":94,"language":135,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":12,"update_tm":139,"read_time":120},962084925782,"https://ap-avatar.wpscdn.com/davatar_9964176cb1d06d4a9deccf72a44ae3dc","Organisational Training Needs Analysis  \nContents  \nOrganisational Training Needs Analysis....................................................................................... 3  \nIntroduction............................................................................................................................ 5  \n1. Establish the Objective ...................................................................................................... 5  \n2. Stakeholder Identification and Engagement ......................................................................... 5  \n3. Organisational Context Analysis.......................................................................................... 5  \n4. Skills and Competency Gap Analysis.................................................................................... 6  \n5. Training Prioritisation Matrix.............................................................................................. 6  \n6. Design and Implementation of Training Programs ............................................................. 7  \n7. Evaluation and Feedback Mechanisms ............................................................................ 7  \n8. Integration with Organisational Strategy ............................................................................. 8  \n9. Documentation and Reporting......................................................................................... 8  \n10. Implementation Plan ..................................................................................................... 8  \nTools and Templates............................................................................................................... 9  \n1. SWOT and PESTLE Templates .................................................................................. 9  \n2. Training Needs Prioritization Matrix ........................................................................ 11  \n3. Evaluation Tools for Kirkpatrick’s Model ................................................................. 12  \nOrganisational Training Needs Analysis  \nForeword: An organisational training needs analysis is a vital tool for strengthening the capabilities of research institutions, with a special focus on Research Managers. It helps us identify skill gaps and development opportunities, ensuring that our training efforts are targeted and aligned with the demands of the research landscape. By conducting this analysis, we empower our Research Managers to drive innovation, enhance performance, and lead their teams effectively. This commitment to addressing our training needs underscores our dedication to continuous learning and excellence, keeping our research community at the forefront of discovery and impact.  \n| Your Cardea Community |  |  |  |\n| --- | --- | --- | --- |\n| | |  | CARDEA is a group (many of us HR Professionals) with a proven track record in the delivery of initiatives to support research staff within our own universities and\u003Cbr>organisations. Under the framework provided by the HR Excellence in Research initiative we work to improve policy and practice, recruitment and working conditions, and the training and development of research staff. Through CARDEA we will now leverage our experience to introduce policy and career practice guidelines for Research Managers in the European Research Area.  Meet the team\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>\u003Cbr>|\n| Web Resources\u003Cbr>Webpage: [https://www.ucc.ie/en/cardea/](https://www.ucc.ie/en/cardea/)\u003Cbr>|  |  |  |\n| |  | |  |\n| Webpage: TBC Webpage: [https://www.ucc.ie/en/cardea/cardeahub/](https://www.ucc.ie/en/cardea/cardeahub/)\u003Cbr>\u003Cbr> Contact us: [cardea@ucc.ie](cardea@ucc.ie)\u003Cbr>|  |  |  |\n\nIntroduction  \nCreating a Training Needs Analysis (TNA) tool for research organisations involves multiple layers of assessment to identify the skills gap, organisational needs, and external factors influencing training requirements. Below is a structured guide","cbCainPbDGXwUFEF","https://ap.wps.com/l/cbCainPbDGXwUFEF","pdf",795809,"English","# Introduction\n## Establish the Objective\n## Stakeholder Identification and Engagement\n## Organisational Context Analysis\n## Skills and Competency Gap Analysis\n## Training Prioritisation Matrix\n## Design and Implementation of Training Programs\n## Evaluation and Feedback Mechanisms\n## Integration with Organisational Strategy\n## Documentation and Reporting\n## Implementation Plan\n# Tools and Templates\n## SWOT and PESTLE Templates\n## Training Needs Prioritization Matrix\n## Evaluation Tools for Kirkpatrick’s Model","[{\"question\":\"What is the purpose of a training needs analysis (TNA) for research organisations?\",\"answer\":\"The TNA identifies skills gaps and development opportunities, focusing on the competencies research managers need to manage research projects, teams, and operations effectively.\"},{\"question\":\"Which tools are used to examine the organisational context in the guide?\",\"answer\":\"The guide uses SWOT to assess internal strengths and weaknesses and external opportunities and threats, and PESTLE to analyze political, economic, social, technological, legal, and environmental factors.\"},{\"question\":\"How does the guide evaluate whether training programs are effective?\",\"answer\":\"It outlines evaluation and feedback mechanisms and includes evaluation tools for Kirkpatrick’s Model to support systematic assessment of training outcomes.\"}]","Organisational Training Needs Analysis - Guide | PDF",1789231537]