Training Needs Analysis Action Project (TNAAP) Approach

Broad Outline - In-house Training Needs Analysis Project by Derek Stockley

This explanation covers a detailed project approach to the identification of training needs and subsequent actions to ensure those needs are met.

For an explanation of TNA, see: Training Needs Analysis Explanation.

A public TNA training course is available, see:Training Needs Analysis Course . This course can be tailored to your needs and conducted in-house.

See also:Train the Trainer courses.

For an explanation of the productivity challenge in Australia, see: Article - Australian Productivity Action.

Introduction (Summary)

As organisations continues to consolidate and/or grow, they need to ensure that employees are appropriately skilled to meet current and future needs.

Often a variety of local and corporate initiatives will generate a variety of training needs.

The Training Needs Analysis Action Program (TNAAP) is an approach to ensuring these various needs are identified, prioritised and actioned.

TNAAP involves a number of processes that help identify the most appropriate methods for meeting training needs. The program includes trainer development where key personnel are trained to conduct training sessions that immediately address some of the training requirements that are identified. The process is very action oriented. It skills participants in the essential skills of Training Needs Analysis and Train the Trainer.

Key personnel will manage and control the process, with the initial training and guidance being provided by Derek Stockley.

As a result of the program, the organisation will ensure staff members have the necessary knowledge, skills and abilities to perform their duties in a manner that is efficient and effective whilst meeting customer service, quality, environmental and health and safety responsibilities. This ensures change initiatives will be implemented in a logical, coordinated program. Cost savings and productivity savings will result as training needs are actioned in priority order.


This approach works well with organisations that have real potential to grow and extend additional markets throughout Australia and overseas. Often, current and planned activities include technology upgrades, quality processes, industrial matters, customer service initiatives and the like. Many managers and team leaders are working hard on these activities. However, effort could be wasted if it is expended in a vacuum.

The first step is to keep all programs and initiatives aligned to a framework of increased performance. This ensures that each activity complements the others occurring at the same time. The relationship between internal and external factors is also important. Within the performance framework, the second step is to achieve the best outcome from each activity.

The organisation should be managing and coordinating the training necessary to satisfy, in priority order, all of the needs as they are identified. All personnel involved in training should be skilled and effective. All the training should dovetail into performance improvement efforts. The training effort is at an optimum level when every area is addressed.

The Training Needs Analysis Action Program (TNAAP) ties these various activities together in one coherent approach.

Training Needs Analysis Action Program (TNAAP) Benefits

Reasons for doing the TNAAP include:

  • Process improvements: less duplication, less time spent correcting mistakes, faster access to information, etc.

  • Cost savings: reduced staff turnover, reduced recruitment costs; reduced customer support calls; reduced help desk calls; reduced need for supervision; reduced downtime; increased staff productivity; fewer machine breakdowns; lower maintenance costs, etc.

  • Improved profitability: increased sales; more referrals due to better customer service; new product ideas; improved customer satisfaction and retention, etc. 

  • Performance improvement: in quality, quantity, speed, safety, problem solving, etc.

  • Behavioural improvements: in attitude, motivation, leadership, communication, ethics, reduced staff conflict, etc.

  • Increased staff satisfaction: Well trained staff members tend to be happier, stay longer, and are more loyal.

Research undertaken to uncover the financial impact to an organisation of investing in staff training shows a clear and quantifiable link between an above average investment in staff training and superior bottom line performance.

The training needs analysis is the first step of the TNAAP process.

The second step involves organising the training response. It involves taking action. This is where many organisations fail. Any proper TNA process will identify training needs.

The long list of training needs can initially seem overwhelming. The TNAAP process overcomes this reaction by clearly establishing training in priority order. The cost savings and productivity gains achieved in the early implementation phases can be used to fund later phases.

The TNAAP process trains internal trainers. Key project personnel are taught about training needs analysis and training techniques at the same time. As they determine training needs, they are also cognisant of the fact that they are also capable of organising and conducting the training that will satisfy those needs. Action can be taken to fill training gaps. Training does not have to be time consuming and expensive. Some needs (e.g. leadership/management development) will need externally provided training. Most needs however can be met by internally organised training.

TNAAP approach

The key outcomes are:

  1. The identification of major training needs across the organisation. This will enable management, on a priority basis, to develop and implement programs that will provide training to employees.

  2. Implementation of a coordinated action plan to respond to the identified needs through internal and external training. Key personnel will be trained in training techniques so they can conduct internal training.

The benefits for conducting a TNAAP include:

  • Correct identification of training needs to ensure organisation viability and growth.

  • Sufficient information for training plan/priority development.

  • Framework established for correct training response.

  • Positive participant reaction/involvement.

  • Training is organised and implemented.

  • Engagement and involvement of key personnel.

For the second part, see: TNAAP Project Explanation - Part 2 .It provides an example plan of a typical TNAAP project.

Next steps - TNA assistance and consulting

Working out the best approach to identifying your training needs is a difficult task. An external consultant can help you quickly sort the wood from the trees. If you are interested in having assistance with a training needs analysis, or organising a TNA training program .

In Australia,

For full contact details, see Contact Details.

TNA is also an important subject area in the Train the Trainer (Training Development) courses. Train the Trainer courses are conducted in Melbourne, Sydney, Brisbane, and Perth .

Derek Stockley provides a wide range of training courses, see: Training Courses and Services.

For more general information about train needs analysis, see: Training Needs Analysis Explanation.

For TNA articles, see "Mission impossible" - a light-hearted look at planning training, and Human resource issues need attention - a formal look at identifying and meeting needs within a performance framework.

Setting training and learning at the right level - more information about TNA and related issues.