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Terms: Training Needs analysis - A tool used to identify gaps in knowledge, skills and abilities of employees.


Training Needs analysis - A tool used to identify gaps in knowledge, skills and abilities of employees. This identifies training and courses that should be included in a training plan fore the organization.

Performance Problem: This is when an employee is not able to meet the performance expectations. There are two types of performance problems. The first is a "can't do" which means the individual lacks the knowledge, skills and abilities (KSA's) to do their job to expectations. A "can't do" problem can and should be addressed wit training. The second is a "won't do" which means the individual lacks the drive, motivation, desire or attitude to meet expectations. A "won't do" problem can't be corrected with training but requires a different action.

Observation: Those actions that are visible and able to be seen that lead to a need for training and development. Also can include results from reports or through feedback. 

Legally Required Training: That training that the organization is required to do based on a federal, state or local law. Not complying with the legal requirement can result in fines or other punishment for the organization.

Future Training Needs: that training which is not currently provided but will be needed to prepare employees for the KSA's they will need in the near future (within a year or two). The strategic plan is a good source to look for new and future training needs.

·      Technical Training - that which is needed to do their job, specific training for a position that is needed. This si job related training and not limited to training on technology.

·      Business Skills Training - product and service knowledge, an understanding of the mission and vision and that related to the culture of the organization. Knowledge of policies and procedures.

·      Human skills Training - those skills that help build relationships between employees, develop team work, and make a positive working relationship.


Training Needs Analysis


Complete the following by answering all questions with depth and specifics.

1.    Explain what a needs training analysis (TNA) is intended for and why it is important to do one in every organization.


2.    Identify the organization for which you are doing this needs analysis. This must be an organization you are familiar with already or willing to do research on.  Provide a summary of the organization (business or service).


3.    PERFORMACE PROBLEMS: Identify and explain one "can't do" performance problems found in the organization that can be corrected by providing training and development.


4.    OBSERVATION: Identify at least one action observed from employees when working or found through looking at reports or reeiving feedback that shows more training is needed.



5.    LEGALLY REQUIRED TRAINING: What are some of the legally required training courses for that organization that are mandated by Federal. State or Local laws and ordinaces? Identify at least two laws and the trainng that is required. What are the consequences of non compliance?


6.    FUTURE STRATEGIES: What are some future strategies for the organization that will require employee training. Identify at least two future training needs based on expected changes in the organization, new or changes to processes or procedures, new products or services and to meet the challenges for a competitive business.


7.    TRAINING TRIAD: Identify training for each of the catetories in the training triad -



8.    TRAINING PLAN DEVELOPMENT: Based on this analysis above what tranng should be included on the yearly training plan for this organization? List at least 5 different specific courses that will be included in the yearly training plan.


9.    Any other relevant information?  

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