A first step in assessing training needs is to analyse the needs of the organizations for whom the trainees work. Secondly, it is useful to carry out a job analysis: careful determination of job components, identify what is missing to perform the job to the required standards, identify what gaps can be filled through training, and what type of training, and ultimately prioritize training needs. Finally, wherever possible, it is valuable to assess individual training needs. This last analysis is difficult sometimes, because trainees may not be accessible prior to the course. It becomes a very powerful method, however, when trainees are undergoing regular training over a period of time. This all sounds quite simple, but in fact, TNA Training Needs Analysis is quite difficult to do well. For this reason, an example of a methodology is provided here. It can be adapted to suit the particular circumstances of any training.
