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Training Needs Analysis: Elevate and Empower Through Effective TNA


MYR 6,000 Group / Day


Two Days Course


Date Upon Request


Client's Office


100% HRDC Claimable T&C Applied


Training Needs Analysis (TNA) identifies the gap between employee training and training needs.  Training needs analysis is the first stage in the training process and involves a procedure to  determine whether training will address the performance gaps identified. Participants will learn how to plan and lead the Training Needs Analysis project. They will also  learn how to measure the learning impact and calculate the training ROI.

Why You Should Attend:

  • Efficient Resource Allocation

  • Improved Employee Performance

  • Strategic Alignment of Organizational Goals with Human Capital

  • Enhanced Employee Satisfaction

  • Retention and Talent Development

  • Compliance and Risk Mitigation

Who Should Attend:

  • HR Managers

  • Learning and Development Professionals

  • Supervisors 

  • Heads of departments

Training Objectives:

By the end of this course, participants will be able to:  

  • Discuss the value of TNA to the individual, division, and organization  

  • Apply the strategies for determining training needs  

  • Recommend suitable development interventions to address performance gaps 

  • Link training needs to the design and development of training courses and program 

  • Design and develop learning evaluation tools to measure learning impact

Training Outline Modules:


  • What is a Training Needs Analysis 

  • Why conduct Training Needs Analysis 

  • The 3-Levels of Needs Analysis

Concept of Competency

  • What is Competency

  • Components of Competency

  • Understanding Competency Proficiency Level

Conducting Training Needs Analysis

  • Step 1: Determine Desired Business Outcome

  • Step 2: Link desired business outcomes with the required competency

  • Step 3: Evaluate Competencies and Determine Performance Gaps

  • Step 4: Prioritize Training Needs 

  • Step 5: Determine Training and Development Invention

  • Step 6: Planning for Training Evaluation

Training Evaluation Model – Kirkpatrick/Phillip Model

  • Level 1: Reaction

  • Level 2: Learning

  • Level 3: Behavior

  • Level 4: Result

  • Level 5: ROI

Level 3-5 Evaluation Tools

  • Observation – Observation Checklist

  • Interviews – Interview Schedules

  • Surveys – Questionnaires

  • Focus Group Discussion

Communicating Needs Analysis Results

  • Analyzing and Reporting Training Needs Analysis

  • Develop a Training Matrix and Plan

  • Employee Personal Development Plan (EPDP)

Trainer's Profile:

Shafinah Che Ariff is an enthusiastic educator and learner specializing in Talent Management and Development. She coached individuals and business leaders in discovering their personal and professional success paths.

She has more than 20 years of experience in learning and development. She has developed and facilitated leadership and business skills courses through Virtual Platforms and classroom setup (face-to-face) to support the organization’s learning and development interventions. With Shafinah’s expertise in refining and strengthening their HR and Learning & Development practices, clients built a more robust workforce to support the business growth.

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