TRAINING NEEDS ANALYSIS (TNA) - TRAINING DESIGN & DEVELOPMENT
“Building Targeted, Impact-Driven Learning Programs That Align with Business Goals”
Course Schedule
| Date | Venue | Fees (Face-to-Face) |
|---|---|---|
| 09 – 10 Jan 2025 | Dubai, UAE | USD 1995 per delegate |
| 25 – 26 Jun 2025 | Manama, Bahrain | USD 1995 per delegate |
| 19 – 20 Aug 2025 | Dubai, UAE | USD 1995 per delegate |
Course Introduction
Training is only effective when it solves the right problem. Training Needs Analysis (TNA) is the foundation of a successful learning strategy—it ensures that programs are not only well-designed, but also aligned with business objectives and competency gaps.
This two-day intensive course equips HR, L&D, and business professionals with the frameworks, tools, and templates to identify training needs, design impactful learning objectives, and develop meaningful training programs. Participants will practice translating performance issues into learning solutions and structuring training interventions that deliver real value.
Course Objectives
By the end of this course, participants will be able to:
- Conduct structured training needs assessments at individual, team, and organizational levels.
- Use tools such as job-task analysis, gap analysis, surveys, and interviews.
- Convert business and performance gaps into actionable learning outcomes.
- Design learning content using ADDIE, Bloom’s Taxonomy, and other models.
- Align training design with business strategy and key performance indicators (KPIs).
- Develop training plans and proposals for stakeholder approval and execution.
Why you Should Attend
- Ensure your learning programs are based on real, validated needs.
- Avoid wasting time and budget on unnecessary or misaligned training.
- Build a structured, credible approach to identifying, designing, and proposing training.
- Improve your organization’s training ROI and talent development outcomes.
- Enhance your role as a strategic learning partner within your organization.
Intended Audience
This program is designed for:
- Learning and Development (L&D) professionals
- HR Business Partners and Talent Development Leads
- Training Managers and Coordinators
- Organizational Development specialists
- Any professional responsible for assessing or designing training
Individual Benefits
Key competencies that will be developed include:
- Needs analysis and performance diagnosis
- Curriculum design and instructional alignment
- Stakeholder interviewing and survey analysis
- Proposal writing and program scoping
- Learning strategy integration with business outcomes
Organization Benefits
Upon completing the training course, participants will demonstrate:
- More relevant and impactful training interventions
- Stronger ROI and performance linkage from learning programs
- Reduced training waste and improved learner engagement
- Better support for transformation, compliance, and upskilling efforts
- Data-driven learning culture anchored in performance improvement
Instructional Methdology
The course follows a blended learning approach combining theory with practice:
- Interactive Lectures – TNA models, frameworks, and case studies
- Hands-On Tools – TNA templates, stakeholder maps, and learning design blueprints
- Role Plays – Needs assessment interviews and feedback meetings
- Exercises – Competency gap analysis and program logic building
- Group Work – Drafting a full TNA proposal from scenario data
- Coaching – Real-time feedback and improvement suggestions
Course Outline
Detailed 2-Day Course Outline
Training Hours: 7:30 AM – 3:30 PM
Daily Format: 3–4 Learning Modules | Coffee breaks: 09:30 & 11:15 | Lunch Buffet: 01:00 – 02:00
Day 1: Training Needs Analysis & Learning Gaps
Module 1: Understanding Strategic Training Needs (07:30 – 09:30)
- Why TNAs fail and how to make them work
- Organizational, functional, and individual learning needs
- When training is (and isn’t) the right solution
Module 2: TNA Models and Diagnostic Tools (09:45 – 11:15)
- The ADDIE framework and TNA step-by-step
- Surveys, observation, interviews, and document review
- Building and using competency frameworks
Module 3: Conducting a Training Needs Assessment (11:30 – 01:00)
- Skills gap analysis using job-task matrix
- Prioritizing based on impact, urgency, and scope
- Involving line managers and subject matter experts
Module 4: Group Activity – Diagnostic Interview & Gap Map (02:00 – 03:30)
- Live practice using sample employee data and feedback logs
Day 2: Training Design, Development & Proposal Planning
Module 5: Writing Effective Learning Objectives (07:30 – 09:30)
- Bloom’s Taxonomy and cognitive domains
- Structuring outcomes using action verbs and SMART logic
- Aligning objectives to competency gaps
Module 6: Designing Training Content and Delivery Modes (09:45 – 11:15)
- Choosing between classroom, e-learning, coaching, OJT
- Sequencing content for skill development
- Integrating assessments, feedback, and activities
Module 7: Presenting and Justifying Training Proposals (11:30 – 01:00)
- Training calendars, cost estimation, and ROI forecasting
- Internal pitching to senior stakeholders
- Handling objections and aligning with business KPIs
Module 8: Final Workshop – TNA to Training Plan (02:00 – 03:30)
- Teams design and present a full training proposal
- Peer feedback, instructor coaching, and wrap-up