Training Needs Analysis
HRD Claimable Training by Precena Strategic Partners Malaysia
Training Needs Analysis (TNA) for HR Leaders and Senior Managers
Your training budget delivers results when it targets the right gaps. This programme shows your team how to identify training needs with the Organisation-Task-Person (O-T-P) model, analyse the data, and build an Annual Training Plan for your own organisation.
- 3Levels of need: organisation, job, individual
- 2Data types: qualitative and quantitative
- 6Steps in the TNA cycle
- 1Annual Training Plan for your organisation
What is Training Needs Analysis (TNA)?
Training Needs Analysis (TNA) is a structured process to identify training needs at the organisation, job and individual levels. The Precena TNA programme uses the Organisation-Task-Person (O-T-P) model, qualitative and quantitative data, and gap analysis to produce a TNA report and an Annual Training Plan aligned with organisational objectives.
Learning Objectives
- Identify and align training needs at the organisational, job and individual levels with the O-T-P model.
- Analyse training data with qualitative and quantitative methods to find gaps and create actionable findings.
- Create a complete TNA report and an Annual Training Plan to prioritise and address needs aligned with organisational objectives.
- Evaluate training results with the Kirkpatrick Model.
Key Terms
- TNA
- Training Needs Analysis, the process to find and prioritise training gaps.
- O-T-P Model
- Organisation, Task, Person. Three levels of training need.
- A.S.K
- Attitude, Skill and Knowledge, the parts of each gap.
- ATP
- Annual Training Plan, the yearly plan built from the TNA report.
- Kirkpatrick Model
- The framework used to evaluate training results.
What does the TNA programme cover?
The programme covers the full TNA cycle in six parts: the TNA framework and process, qualitative and quantitative data collection, training gaps analysis, TNA reporting with an Annual Training Plan, and training evaluation with the Kirkpatrick Model. It ends with a practical challenge where each participant drafts an Annual Training Plan for their own organisation.
TNA Framework and TNA Process
Understand the structure behind a TNA and where the O-T-P model fits in your planning cycle.
TNA Process and Data Collection
Collect the evidence for each training decision.
- Qualitative data
- Quantitative data
Training Gaps Analysis
Turn the data into a clear list of gaps, ranked against organisational objectives.
TNA Reporting and Annual Training Plan (ATP)
Present the findings in a TNA report and convert them into a prioritised ATP.
Training Evaluation (Kirkpatrick Model)
Check whether each training programme delivered the result your TNA called for.
Make an Annual Training Plan for Your Own Organisation
Apply every step to your workplace and leave with a working ATP draft.
Training planning without and with a structured TNA
| Area | Without a structured TNA | With the Precena TNA approach |
|---|---|---|
| Level of analysis | One general course list for everyone | Needs checked at organisation, job and individual levels (O-T-P) |
| Evidence | Requests and opinions | Qualitative and quantitative data combined |
| Gap definition | Broad topics | Specific gaps split into Attitude, Skill and Knowledge (A.S.K) |
| Output | A training calendar | A TNA report and a prioritised Annual Training Plan |
| Evaluation | Attendance records | Results reviewed with the Kirkpatrick Model |
How do you conduct a Training Needs Analysis?
You conduct a TNA in six connected steps: select the approach, assess the gap, identify the Attitude, Skill and Knowledge (A.S.K) behind it, analyse the problem, identify the solution, and write the analysis report. The report feeds the next cycle, so training stays aligned with organisational objectives every year.
- 1
Select Approach
Choose the TNA method to fit your organisation and your training goal.
- 2
Gap Assessment
Compare current performance with the performance each role needs.
- 3
Identify A.S.K
Split each gap into Attitude, Skill and Knowledge.
- 4
Analyse Problem
Find the root cause behind each gap before you pick a fix.
- 5
Identify Solution
Match each confirmed gap to the right training intervention.
- 6
Analysis Report
Document the findings in a TNA report and your Annual Training Plan.
Why choose Precena for Training Needs Analysis?
Precena Strategic Partners Malaysia works as consultants and an HRD claimable training provider. The TNA programme follows recognised frameworks, the O-T-P model for needs analysis and the Kirkpatrick Model for evaluation, and ends with an Annual Training Plan built for your own organisation, not a generic template.
Training Needs Analysis questions, answered briefly
Short answers here. Book a consultation for the full walkthrough.
What is the O-T-P model in Training Needs Analysis?
The O-T-P model stands for Organisation, Task and Person. It checks training needs at three levels: the whole organisation, the job, and the individual employee. This keeps each training decision tied to the right level. The programme shows your team how to apply each level inside your own organisation.
What data does a Training Needs Analysis use?
A TNA uses two types of data. Qualitative data explains the reasons behind a performance gap. Quantitative data measures the size of the gap. The programme covers how to collect both types and how to combine them into clear, actionable findings for your training decisions.
What is an Annual Training Plan (ATP)?
An Annual Training Plan (ATP) is the yearly plan built from your TNA report. It prioritises training needs and aligns each one with organisational objectives. In the programme, participants complete a challenge to draft an ATP for their own organisation, so the learning moves straight into practice.
How does the TNA programme evaluate training results?
The programme uses the Kirkpatrick Model to evaluate training. The model reviews results across four levels, from participant reaction to business results. This links your TNA findings to measurable outcomes. Book a consultation to see how the evaluation step fits your current training cycle.
Is the Precena TNA programme HRD claimable?
Yes. Precena Strategic Partners Malaysia runs the Training Needs Analysis programme as an HRD claimable training provider. Your organisation uses its HRD Corp levy to fund the programme. Book a consultation with our team to confirm the claim steps and the right programme format for your organisation.
Plan your next training year with a clear TNA
Tell us your organisation size and your current training challenge. Our consultants will walk you through the TNA programme, the HRD claim process, and the right format for your team.
Book Your Consultation Here- Phone / WhatsApp+60 14-930 2074
- Emailprecena_my@precena.com
- OfficeQ Sentral, Kuala Lumpur