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This will help an organisation to reach it’s objectives. Having the right knowledge is important for people to be able to do their job effectively and competently. There are three levels of a training needs analysis which are:  \n1. Organisational Level  \nFirstly, training needs analysis needs to be considered from an organisational level. Conducting a training needs analysis from an organisational level helps to align training with what the organisational goals are so that the  \norganisations objectives can be achieved.  \n2. Team Level  \nSecondly, an analysis of training needs should be performed at team level so that the teams’ level of skills can be assessed, to understand what the team’s objective is and how it aligns with the business objective. At this level both individuals and organisations are considered however the main goal of assessing training needs at team level is to identify how teams can effectively work together.  \n3. Individual Level  \nThirdly, performing a training needs assessments at an individual level allows you to analyse how an individual is performing. Understanding the strengthsand weaknesses of staff is important so that staff can be directed to specific training that will fill gaps in their knowledge.  \nRationale  \nTraining needs analysis is an important tool for organisations for several different reasons:  \n1. Tailors training to the right audience  \nTNA will help you to identify what individuals need specific training. Tailoring training to teams and/or individuals means that the training will be more  \neffective and have a successful outcome that meets the objectives identified in the TNA.  \n2. High Impact Training  \nA TNA will enable employees to be more productive and efficient in their roles because it can help to prioritise areas where training will have a significant impact on and objectives.  \n3. Uncovers new approaches.  \nDuring a TNA, data may be gathered which can provide insight and reveal other training approaches or courses which may not have been previously considered.  \nBackground  \nA Training Needs Analysis emerged from a book called ‘’Training in Business and Industry’’ by McGehee and Thayer in 1961. Since then, Training Needs Analysis has become a cornerstone for many organisations to bridge the gap between the current knowledge and skills of an employee and their actual training needs.  \nWhen to use  \nA TNA can be used in a variety of different scenarios. They can be used when new employees start an organisation to understand their existing skillset and knowledge and identify any gaps their knowledge and skills. It can be used to regularly assess staff members competencies to identify improvements in instances where there is a performance issue, new equipment or technology and organisational restructuring. TNA is useful to ensure that there is compliance with regulatory bodies for clinical and non-clinical staff and can be used as part of performance reviews for career development and for succession planning. TNA can also be needed following a Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis which identifies internal weaknesses and external threats. By using SWOT, it can help organisations to strengthen any weaknesses and threats identified. See our SWOT Toolkit Guide here for more information.  \nHow to use  \nThere are several steps to follow to undertake a TNA.  \n1. Define the Strategic and Operational Objectives.  \nFirstly, you will need to assess the organisational context and define why you are undertaking a training needs analysis. For this you will need to define what you need to be able to meet the strategic objectives. See our ","cbCaijLxMKTZaVIT","https://ap.wps.com/l/cbCaijLxMKTZaVIT","pdf",249916,6,"English","# Introduction\n## Levels of training needs analysis\n# Rationale\n# Background\n# When to use\n# How to use\n## Step 1: Define objectives\n## Step 2: Define knowledge, skills and behaviours\n## Step 3: Perform a gap analysis\n## Step 4: Identify training needs\n## Step 5: Evaluation\n# Helpful Tips\n# What Next?","[{\"question\":\"What is a Training Needs Analysis (TNA) used for?\",\"answer\":\"A TNA identifies the gap between actual and desired knowledge, skills, and abilities so training can be planned to support organisational objectives.\"},{\"question\":\"What are the three levels of training needs analysis?\",\"answer\":\"TNA can be conducted at organisational level, team level, and individual level to align training with goals, assess team skills, and analyse individual performance strengths and weaknesses.\"},{\"question\":\"What steps are involved in using a TNA?\",\"answer\":\"The process includes defining strategic and operational objectives, defining required knowledge/skills/behaviours, performing a gap analysis, identifying training needs, and evaluating whether competence has improved to meet objectives.\"}]","Training Needs Analysis - Toolkit Guide | PDF",1789242121]