NATIONAL INSURANCE ACADEMY
PUNE
P192 – TRAINING NEEDS ANALYSIS (TNA) (LIFE)
Background:
Investment in training is justified only when it leads to measurable improvements in individual and organizational performance. Whether in public or private enterprises, government departments, or NGOs, training should be strategically aligned with performance objectives to optimize its impact.
A well-structured Training Needs Analysis (TNA) forms the foundation of an effective learning and development strategy. It is the first stage of the Systematic Approach to Training (SAT), ensuring that training interventions are designed based on real performance needs rather than assumptions. A comprehensive TNA not only identifies skill gaps but also examines broader factors affecting performance—some of which may require non-training interventions such as process improvements, leadership changes, or policy adjustments.
This
programme equips senior HR professionals and training leaders with advanced TNA
methodologies. Participants will develop expertise in diagnosing organizational
learning needs, distinguishing between training and non-training solutions, and
implementing evidence-based recommendations. By understanding the concept of TNA,
they will be able to enhance workforce capabilities, optimize training
investments, and drive sustained performance improvements.
Objectives:
At the end of the programme participants will be able to:
§
Apply the Systematic
Approach to Training (SAT) to diagnose and address organizational performance
challenges effectively.
§
Define and contextualize
Training Needs Analysis (TNA) within the broader framework of organizational
development.
§
Evaluate the role of TNA
in designing, delivering, and assessing training programmes for maximum impact.
§
Identify key factors
influencing performance, including training and non-training-related elements.
§
Conduct a structured TNA,
using data-driven methods to differentiate between training and non-training
needs.
§
Ensure mapping the
training needs of the learners with the various training methodologies to
maximize transfer of learning.
§
Prioritize performance
gaps based on their impact on organizational goals and workforce development.
§
Integrate TNA findings
into the SAT framework, ensuring alignment with learning and development
strategies.
§
Develop actionable
training recommendations, linking them to specific performance outcomes.
§
Draft comprehensive design
briefs for training programmes that address identified needs.
Contents:
§
Concept of Andragogy and
Pedagogy in a learning environment.
§
Understanding the
Systematic Approach to Training (SAT) – Concept, stages, and its role in
performance improvement.
§
Fundamentals of Training
Needs Analysis (TNA) – Definition, scope, and key principles.
§
Strategic Importance of
TNA – How TNA enhances workforce capabilities and organizational performance.
§
Linking TNA to Training
Programme Design and Delivery – Ensuring alignment of learning objectives with
training methodologies.
§
Identifying and
Prioritizing Performance Problems – Tools and techniques for diagnosing gaps.
§
Differentiating Between
Training and Non-Training Needs – Analysing root causes of performance
challenges.
§
Data Collection Methods
for TNA – Surveys, interviews, focus groups, observations, and competency
assessments.
§
Stakeholder Engagement in
TNA – Collaborating with employees, managers, and leadership for insights.
§
Developing
Performance-Based Training Interventions – Structuring solutions that drive
measurable impact.
§
Cost-Benefit Analysis of
Training Interventions – Evaluating ROTI and effectiveness of proposed
solutions.
§
Aligning TNA with
Organizational Strategy – Ensuring training initiatives support business
objectives.
§
Preparing a Design Brief
– Structuring key elements for effective training programme development.
§
Monitoring and Evaluating
the Impact of Training – Post-training assessment and continuous improvement.
Feedback and Feedforward in the training context.
§
Case Studies and Best
Practices in TNA – Learning from real-world applications across industries.
§
Developing a TNA Action
Plan – Practical application and roadmap for implementation in participants'
work situation
Participants’ Profile:
Secretary
/ Dy. Secretary of Central Office / Zonal Office and Manager (P&IR) of
Divisional Offices of LIC, heads of Zonal Training Centers, MDC Faculties
Trainees nominated for this programme in the last two years should not be renominated.
Duration: 2 days
Dates:
I.
07.07.2025 - 08.07.2025
II.
08.12.2025 - 09.12.2025