38+ Sample Training Needs Analysis Templates

What Is Training Needs Analysis?

Do you ever wonder if there is any way to monitor and assess your company and its objectives before training each employee? Yes, training needs analysis exists for that. TNA, for short, this analysis is a systematic process flow where businesses recognize workers’ training and development needs. So, job training will push through efficiently and effectively. A training program can be flawed, and if that continues, poor results will follow after training. Therefore, conducting TNA should not be skipped to develop spectacular training plans, strategies, and results—a win-win situation for both managers and workers.


Did you know that the estimated market size of worldwide workplace training reached $370.3 billion in 2019?

According to Chron, the purpose of having training and development at work include recognizing employee weaknesses, formulating structured training, and improving employee performance and job satisfaction.

Why Use Training Needs Analysis?

TNA is important, and how that matters can depend on every organization’s goals. Remember that many facets exist on why identifying the training needs of employees is significant to managers. Generally, a manager uses TNA to address what skill set is needed to finish the job or tasks at hand. The same importance applies to evaluate the current skill levels of every worker. Most importantly, to identify the training gap—the difference between the skill sets needed in completing the job and the current skill sets of the employees or staff members.

Also, the analysis is a reminder of the importance of training and development in the workplace. Training systems address weaknesses, formulate structured training or development, and enhance worker performance and job satisfaction. The problem is that many businesses give training right away without further acknowledging if the training methods given are really what team members need. Training programs must be managed right. And that is just why training needs analysis is crucial to any organization.

What Are the Common Examples of TNA Methods?

You already know that training needs analysis is your official framework or model to plan the best training systems that meet the employees’ needs. But what exactly are the methods used to handle the analysis? There are various examples in conducting TNA, and you must select which ones will suit your application. And if you are confused with which option is appropriate for your company, do not worry. We got you covered. Here are the typical examples of TNA methods:

Questionnaire: As an employer, think about what your employees might say about the job, experience, competency—you name it. Through a questionnaire, you can ask employees directly about what they specifically need in training too. No one should depend on self-reports and mere guesses about what workers want. Asking is a reasonable attempt, and you must record each response given in the questionnaires for analysis.Interview: Besides having people write down their thoughts by answering questionnaires, it is more direct to consider interviews. Interviewing helps gather comprehensive responses. At least this approach gives room for private conversations, and supervisors can listen to employee concerns.Observation: Regular observation is another reliable tool worth considering. The best thing about this process is how there is no need to make exclusive announcements when observing. The problem with announcing an observation is how people can already prepare well as they are aware. Check what is really going on in unannounced observations, and inform everyone about the results and feedback after conducting it.Work Examination: Is the work given to employees appropriate for their knowledge and skills? Think again. Maybe you assumed that everything is going well, but there might be areas that need improvement. You can survey the process of examining the work. Maybe someone’s position is too much for his or her current abilities so adjusting the role is essential. And that is part of what you can analyze later on.Competitive Analysis: It is no surprise that every business has its competitors. But the question is, where does your business stand in the whole industry? It can make any business owner curious to know if their sales are higher than their competitors or the other way around. To check how competitors are doing, conduct a competitive analysis. This chance helps your business thrive on being more competitive than before.Assessment: You can use many tests and methods, but you cannot deny that assessment reports should not be ignored. This step enables you to evaluate if employees have enough knowledge, training, etc. Surveys, checklists, and multiple-choice assessments are ways on how you can manage this.

How to Conduct Training Needs Analysis

According to Statista’s 2019 research survey, worldwide workplace training’s estimated market size is up to $370.3 billion. And it proves how essential training is in the industry. Yet, it is an issue if people think that training’s impact is only lightweight. Indeed, having impressive goals and objectives is promoting good intentions. However, not being sure if a manager gave the appropriate training program marks the main concern. Hence, you should carefully manage TNA. How so? Follow these six easy steps on how to conduct training needs analysis effectively.

Step 1: Make a Business Profile

The HR or supervisor must have thought of a company profile that tackles on staffing. That profile helps in recognizing the knowledge, skills, or abilities needed for every position. Besides staffing, you can also be reminded about the enterprise’s goals, vision, and objectives through branding, which you can base in making the business profile. And this overall profile marks as your detailed plan to move forward.

Step 2: Ask the Significant Questions

Now to kick-off the strategic plans, ask the necessary questions. Such questions will be used to reevaluate your training strategy and observe a newer and more effective learning program. You may ask about your enterprise’s main goals and the training objectives. The same goes for asking if you are working with the right team. Maybe you came up with interesting training strategies, but they are more appropriate for training senior-level employees. So, do not expect that the program will work efficiently with newbies right away.

Step 3: Comply with the Regulations

Did you know that noncompliance is a common issue that brought down many businesses? Do not make the same mistake. Always review the required licenses, conditions, and regulations needed for your company. Examples include the required codes of conduct for the crew, training schedules, and other training needs. A tip is to prepare a checklist of everything to comply with. Also, check once every label has been completed.

Step 4: Conceptualize the Roadmap

Through the different TNA methods discussed before, you can gather insights about what to achieve in the business or what to include in training. Specifically, in using the interview or questionnaire method. Based on the results gathered by the methods used, plot an instructional design as your roadmap. And your insights will help identify the best training programs that meet the right training needs. Remember to think critically at this part because there are many considerations involved from such insights.

Step 5: Analyze the Present Training Materials and Steps

Businesses, in general, already have their assigned training materials and methods prepared. But you must conduct further steps that require you to observe your company. What methods did work and did not work? Also, what can be changed to improve the outcome? Those are some things to analyze here. And those current training steps or materials will be used to compare with what should be implemented in the final training scheme.

Step 6: Create Recommendations

After you handle the analysis thoroughly, you can eventually make conclusions. Be sure to highlight the most important lessons you gathered from the analysis. Examples include recognizing the training gaps, delivery methods, final regulatory requirements, updates, and reduced costs or resources. But your job does not stop there. Think about the essential recommendations that should be made. Most importantly, ensure that each recommendation is specified to your business needs and not as a single solution for all. And once you finish listing the recommendations, launch the training with your plan.


What are the types of training needs analysis?

Generally, there are three main types of training needs analyses—knowledge, skills, and abilities. And you identify which type your planned data analysis should be focusing on. Or perhaps, you plan to make a triple threat analysis where you use all the three types. Although combining all three is a lot complicated, the results will be worth it if managed well.

What are the levels of training needs analysis?

There are, ultimately, three major levels of TNA—the organizational, team, and individual levels. Expect them to be achieved through a visual representation of a company’s goals, performance appraisals, and staff training plans. And organizations must adapt such levels or choose the appropriate level to ace the analysis.

When should training needs analysis be done?

To conduct the TNA should be the first step to develop before making a training program. That is because you will slowly establish a well-planned training program after getting insights from TNA. So be sure to add this step in any business contract so you will not forget it.

Who is responsible for employee training?

Employee training is likely prepared by whoever belongs in the management position. Managers, supervisors, or leaders must provide the right training resources, materials, and methods to enhance every worker’s growth and development.

American author Zig Ziglar once said, “The only thing worse than training employees and losing them is to not train them and keep them.” And his quote is relevant to how training and keeping great employees play until today. Ever since the great recession between 2007–2009, workplace training industries worldwide were hit tragically. Thus, companies started to rebound by developing smart strategies and methods for training. And with training needs analysis as part of the picture, rest assured the outcome is worth looking forward to.