Training Needs Analysis Skills Training Course Material


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  • Easy to present, no experience required.
SKU: TNA Category:

Everything you need

Do you want to present a course on training needs analysis skills?

Have you the content you need? Or, the time to create it from scratch?

If no, then how do you get access to content that meets this goal?

And, most importantly, how do make sure you get content that will meet the needs of your audience?

That’s what Oak Innovation is all about.

Don’t worry if you are not an expert in this area.

You can use these training course materials to present your own training courses on how to perform a training needs analysis.

This course will meet the challenges faced by line staff, human resource professionals, general managers, and senior executives that need to perform a training needs analysis as part of their roles.

Let’s explore what you’ll receive.

What you’ll get

  • 82-page facilitator manual.
  • 53-page participant manual.
  • 60 powerpoint slides.
  • Practical exercises.
  • Further reading.
  • Course evaluation form.
  • Action plan.

Learning objectives

At the end of this training course your participants will be able to:

  • Understand the relationship between training and the company.
  • Recognize the three main training and development perspectives.
  • Understand what are and what are not training needs.
  • Perform a training needs analysis.

Course overview

Course participants will dramatically increase their knowledge of training needs and develop the skills needed to perform a training needs analysis.

The course is for people serious about developing their training needs analysis skills, and who are ready to bring their learning to the next level.

Course outline

Below, we break down how you can present the 4 key sections of this training course.

1. Teach your audience about key training and development skills

The course material will provide targeted insights to meet the needs and expectations of your audience.

Start by using the content to:

  • Discuss what is training.
  • Explore concepts like knowledge, skills, and abilities (KSA’s).
  • Dig deeper into the training and development arena.
  • Raise awareness of the fragmented, formalized, and focused approaches to training and development.

2. Focus on the training cycle

Next, you can use the content provided to discuss the Training Cycle.

Don’t be afraid to encourage and offer advice to your audience.

3. Introducing a training needs analysis

For our customers, understanding how to perform a training needs analysis is an essential part of developing human resource management skills.

Your audience will be naturally excited about learning about how to perform a training needs analysis.

However, one of the tricky parts is not to rush through this section.

But here’s where it also gets interesting.

Use the content to:

  • Identify training needs with confidence.
  • Review key concepts.
  • Explore the benefits of TNA’s.

4. How to perform a training needs analysis

For best results, use the content provided to explore the four main stages of a training needs analysis.

Here’s the breakdown:

  1. SWOT analysis.
  2. A performance-gap analysis.
  3. An employee/team performance-gap analysis.
  4. A review of training needs.

Order this training course material on training needs analysis skills now!

$79.00Add to cart

Bonus: Free expert training guides

Starting today, with all Oak Innovation training course products, you’ll receive eight free training guides that will help you add extra value to your training courses.

  • Training icebreakers.
  • How to select training materials.
  • Training games.
  • How to increase participation.
  • Learning how to improve your questioning skills.
  • How to improve your listening skills.
  • Learn how to deal with difficult people.
  • How to evaluate training courses.

Did you know …?

Did you know that we link our course development process with Google’s dynamic “people also ask” search feature?

That way, you get content that is always practical and relevant.

Here are the top searches that we’re seeing people asking about training needs analysis skills:

  1. How do you complete a training needs analysis?
  2. What are the training needs of employees?
  3. What is the purpose of a training needs analysis?
  4. How do you classify training needs?
  5. What is a TNA process?
  6. What should be included in a needs analysis?
  7. How do you identify training and development needs?
  8. What are the objectives of training needs analysis?
  9. How do you identify training needs?
  10. What are the steps in a needs assessment?

What our customers say

Oak provides a wide range of training modules for both organizational, management, and employee development. The training modules and manuals are very well designed and offer a practical solution to the provision of training. As the Training and Development Manager of a large organization I will be using Oak products as they are practical, effective, and can be customized for the needs of our company.

Linda Harley, Training & Development Manager, Musgrave SuperValu Centra

As always your materials are very professional and comprehensive. Not only the core materials supplied but all the supporting marketing and evaluation documents included, which can be very valuable to busy trainers who need to meet a customer requirement urgently.

Derek Johnston, Centre for Competitiveness

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$1,040.00Add to cart

Frequently asked questions

What is training?

Training is the acquisition of knowledge, skills, and abilities required to perform effectively in any given role.

What are the three leading training and development perspectives?

The three main perspectives available are:

  • Fragmented.
  • Formalized.
  • Focused.

What are the main steps involved in performing a training needs analysis?

The main steps involved in performing a training needs analysis are:

  • SWOT analysis of business performance areas.
  • Organizational performance-gap analysis.
  • Employee/Team performance-gap analysis.
  • Prioritize your training needs.

What is the best way to prioritize a training need?

The best way to prioritize a training need is divide needs into:

  • Must-Know – Essential skills and knowledge that will close the performance-gaps.
  • Should Know – Skills and knowledge that will aid staff in achieving performance targets.
  • Helpful To Know – Useful skills and expertise that may assist performance.

Can I edit these training course materials?

Yes. You can now add your logo and customize the course content freely using Microsoft Word and Powerpoint. You can also deliver the course materials where, when, and as often as needed.

Training Needs Analysis Training Materials
Training Needs Analysis Skills Training Course Material