The Art of Identification & Analysis of Training Needs

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HR055 July 14, 2024 - July 18, 2024 Dubai – UAE $ 5000

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HR055 October 6, 2024 - October 10, 2024 Istanbul $ 5000

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HR055 December 22, 2024 - December 26, 2024 Lisbon 5000

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  • By the end of this course, participants will be able to:
    • Apply the four quadrant approach to all Training Needs within the Company
    • Be able to use a priority tool to categories training needs and their importance
    • Use methods to gather information at Individual, team, department and corporate levels within the organization
    • Use the super quick model to cost out the training needs
    • Know how to capture requirements and use contracts for development plans
    • Write requirements into learning objectives or competencies for use by internal trainers of for specifications for getting external training completed.
    • State the purposes of and audiences for, training and development strategy.
    • List the various drivers and influences on such a strategy
    • Link these together systematically towards a working framework for strategy development
    • Articulate the case for investing in learning and development as an essential support for business direction goals and strategies and help top management determine their approach to people development .
    • Translate strategic and operational goals into the human capability needed to achieve them
    • Choose priorities for investment
    • Appreciate the demands of talent management from the organizational and the individual point of view
    • How to review training and development policy against business goals and market objectives
    • The value and strategic importance of the competency framework
    • How to ensure that a company resources for training and development are accurately targeted
    • How to capitalize on the vital link between competencies on the vital management
    • How to evaluate and then maximize the benefits from training and development activities

The Delegates

  • Any person who specifies requirements from performance appraisal.
  • Training Managers and training co-coordinators.
  • Managers and Supervisors who expect results from training.
  • HR and Training administrators who need to know the premise of TNA .

The Contents

  • Making the case for effective Training needs analysis :
    • Introductions and course objectives
    • The need for doing effective training needs analysis –what the press and research shows
    • Traditional TNA models – what the latest thinking shows and what we need to do.
    • Case study and group exercise .
    • The four quadrant model of TNA – a new way of analysis
    • Who is the customer? Conflicting needs .
  • TNA Quadrant one- Corporate driven needs :
    • The four business drivers at corporate level –Use of the four cog model – case study and exercise
    • Corporate needs into action – how much of the process is governed by TNA?
    • Case study on organizational change –group work .
    • Identifying the major drivers worldwide that affect organizational TNA
  • TNA Quadrant two – Department needs:
    • The specific requirement departments have – relationship with yearly operating plans
    • Speed of action form identification to action – on going monitoring – what’s needed?
    • Case study – creating self empowered teams – group work and video “team work in action”
    • Departments – your most challenging customer – The Pike concept.
    • Dealing with the worst customers – what do you do with awful people?
  • The third quadrant and forth quadrants –team and individual TNA :
    • Unique requirements of teams – video – group exercise
    • Watching for social loafers – the scourge of team working
    • How to use the Adair model to help in the analysis process
    • The 45 ways to train but not by attending a training course
    • The place of testing to position individuals for development of training
  • How to cost and specify training needs :
    • Understanding development times and costs for training
    • How Unit costs work – group exercise
    • Writing needs in training objectives terms – how it benefits the process
    • How will you measure your success from this course? .
    • Individual applications for action .
    • Group learning quiz .

The Discount

0% in case of Three P. (or more)

Course File

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