Learning & Development – PPG BLR

L&D - Training Needs Analysis

This document has been developed to provide an overview of the Training Needs Analysis (TNA)
process used with a department requesting training.

PART: 1

Request
initiated by
(Department)
:
Name: Designation:
Date of TNA Area Departmen Sequentia
request: reference code t l number
No.: 001
BLR
L&D Representative:
Name: Designation:

The specific 1. State the reason(s) for this training intervention requested by the department.
2. Explain how these(s) fit in with the organizational goals.
stated
business
reason for
L&D
intervention:
What was Job analysis  Skill analysis 
analyzed?
(Place a  Other:
in the
appropriate
box/es.)
The knowledge, skills, attitudes, competencies, and performance standards for each analysis are listed in
part 3 of the TNA process.

What needs Group meeting  Work samples 

analysis Individual Interview  Training Records 
methods Questionnaire  Assessment 
were used,
Observation in the workplace  Self-assessment
to confirm
Third-party reports  
the real
problem?
Other:
(Place a 
You need to identify the method(s) used to conduct your TNA. It would be expected that you would use
in the
more than one method.
appropriate
box/es.)

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Learning & Development – PPG BLR

L&D Intervention Request

Summary - Training Needs Analysis
PART: 2

What were the Staff: Systems/Equipment/Tools:

identified Lack of any of the following: Underutilization of equipment 
symptoms in Initiative  High wastage of materials 
the
Commitment to the job  Lack of resources 
department?
Skills  New equipment or procedures 
(Place a  in
Knowledge  Ineffective use of equipment or
the appropriate
Attitude Concerns  procedures 
box/es based
on the results High rate in: Poor layout of work area 
of your TNA.) Inaccuracy  Poor working conditions 
Absenteeism 
Staff turnover 
New staff member  Processes:
Inappropriate number of Work standards:
workplace injuries/mortalities  Nonexistent 
Not defined 
Leadership/Management: Not being met 
Lack of teamwork  Being misunderstood 
Lack of ownership  Increase in the number of
Low motivation  Customer complaints 
Low performance  Increasing delays in
Unsuitable work atmosphere  work execution 
Overutilization of people 
A large number of grievances 

Other:
This information will identify the “real” problem or cause and will link in with Part 3 below.

If training was
not offered,
what was the
alternative
intervention
recommended It would be expected that the decision recorded here would be based on an evaluation of your analysis
? and discussion/negotiation with the Line Manager from the Department who made the original request.

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Learning & Development – PPG BLR

L and D Intervention Request

Summary - Training Needs Analysis
NOTE: This section is to be completed once the TNA process is completed.

PART: 3

The Is a training intervention required? Yes  No 

outcome of
this TNA Date:
Training 1. Legal 2. Security/ 3. Business 4. ROI 5. Other:
Priority: Requirement Safety Issue Impact (Return on
Tick the    investment) 
priority 
.

Resource Types of Average Start date of Planned Remarks

Requested resources: workdays per training design implementatio (if any):
 eLearning week: and n date:
development:
 Classroom
 Further
analysis
(To be filled in by (To be filled in by
 External (To be filled in by
L&D) L&D)
L&D)
training
 Other
Comments

Approved by: Signature Date

The person responsible for identifying
Learning Approaches:
The person involved from the Business
Unit (e.g., line Manager):
Finance HOD (If applicable):

Resource confirmed – L&D HOD:

To be signed and dated by the person(s) listed above after the Outcome and Proposed Solution have been identified

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