Oak Innovation Training Needs Analysis Training Course


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  • 82-page facilitator manual
  • 53-page participant manual
  • 60 powerpoint slides
  • Practical exercises
  • Further reading
  • Course evaluation form
  • Action plan
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How you can download training course material to deliver a course on training needs analysis in a few minutes

Here’s a refreshing option for anyone who needs training course material on how to conduct a training needs analysis but doesn’t have the time to develop everything from scratch.

Today we’re going to be breaking down the training material that you can use to deliver your own courses on training needs analysis.

We want you to keep one thing in mind as we go over these course materials. This course is pre-written and 100% customizable training course material so you can instantly start training others today. In fact, customizable content is a great way to keep giving your audience with the content that they need and to come back and learn more from you.

And remember, this course material will help you guide your audience on how to perform a training needs analysis (TNA). It is particularly suited to develop line-staff, human resource professionals, general managers, and senior executives.

Next, we’ll share some of the content that is covered within the training material provided and some of the ways that you can deliver it.

Learning objectives

If you are looking for content to present your own business training course on training needs analysis, this is the course material for you. And, you don’t have to be an experienced business trainer to get results like a pro.

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 outline – what is covered in this training needs analysis training course

Training and development skills – Companies worldwide are struggling with unprecedented changes in their businesses. No company or industry has been unaffected, and it’s becoming more important that employees have the skills needed to meet the demands being faced. However, to survive, companies also must have the skills required to identify these training needs.

Let’s take a moment to explore a situation that is faced by many people every day. Imagine you’re in a company and are required to conduct a training needs analysis. You know what it is but maybe just not familiar with the exact steps involved. What do you do?

Well, that scenario is probably where your audience currently exists. For example, your audience knows that there is something that they should learn but just may not understand what!!
Ultimately, when your audience is given the skills to perform this training needs analysis, they become focused on what they need to do.

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

First and foremost, use the content to discuss what training is and then explore the whole concepts of knowledge, skills, and abilities (KSA’s). KSA’s are a trendy topic these days and for a good reason. Your audience will learn to appreciate that these individual areas carry specific meanings. Remember, it’s easy to forget this advice and to combine them into one word like “skills.” Your audience should be encouraged to avoid this simple mistake.

Spend some time identifying opportunities with your audience, and you can use the content to dig deeper into the training and development arena. You also want to make sure that this exploration will allow you to raise awareness of the fragmented, formalized, and focused approaches to training and development.

The training cycle – Today, we live in a business world where being busy is nearly equated to being productive. Everyone is flying around. Everyone is working long hours. But being busy does not mean that everyone is productive or have the skills to do their duties.
These days, it’s also easy to say “give these staff training” or “send them on a course” and think that the problem has gone away. But, there’s no fix when the effort hasn’t gone into performing the correct analysis.

One of the most effective ways to convey this is to use the content provided to discuss the Training Cycle. Don’t be afraid to encourage and offer advice to your audience, even if it’s just to help course participants feel that they also can understand this model. Take time to check and assess where your audience is with this model.

We believe that models like the Training Cycle can truly stick when presented in an image or model. In these situations, the use of a model is super helpful because our brains like to follow ordered stages. Of course, it’s a good idea to include some real-world experiences, so we suggest that you include some company or industry-specific examples that your audience will relate too.

Remember, you may need to encourage your audience by also sharing some of your personal experiences. This form of storytelling will significantly improve engagement levels and foster more significant learning. Every time you dip into your own experiences, you’ll offer your audience an opportunity to build common ground and increase trust levels.

What is 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, it’s so important not to rush through this section. So, it’s crucial to use the content to help them identify needs with confidence as much as possible. This capacity will not only maximize their time but will also ensure that they make better decisions about what training is required.

For most people, the first thing they do when they find themselves looking for training needs, or areas of development, is to launch into the usual suspects of training courses. “We need time management training” or “send everyone on a team-building and team working course” are the regular favorites that people identify. Of course, these training courses do pop up for a good reason, but they are not the only solutions. Nevertheless, jumping-in and selecting courses without matching evidence doesn’t make sense. Help your audience not to make the same mistakes; you should use the content to review key concepts and benefits of TNA’s.

How to perform a training needs analysis – We’ve found that many companies look for ways to save time, but that often means cutting corners. OK, time is money, but ineffective analysis will only cost these companies more in the long run.

On top of that, some people believe that performing a training needs analysis is straightforward. Of course, this is a myth. And the more this saying is left unchallenged, the more it gets accepted. However, this does not mean that it is an impossible task, either. It just takes time and practice.

But where to start?

For best results, use the content provided to explore the four main stages involved. These include SWOT analysis and a performance-gap analysis. Plus, an employee/team performance-gap analysis and a review of training needs.

Sometimes developing new skills can raise things for course participants, and it’s no surprise that some course participants may feel a little unsure of how to convert all this learning into action. Put yourself in their position; they’ve entered this course thinking one way and have learned lots of new things.

That’s why it’s incredibly crucial to add your reflections and experiences as you deliver this course.

Linking your experiences to areas raised by the content will stimulate learning and encourage greater participation from your audience.

No experience required

Nothing should come between you and delivering amazing training courses. That’s why our newest features – free icebreakers, free training games, and expert training guides are yours at no additional cost.

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  • Learn to improve your questioning skills
  • How to improve your listening skills
  • Learn how to deal with difficult people
  • How to evaluate training courses

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We’ve put together a whole range of informative slides, manuals, and free PDF packages to create a training course that is simple and easy to understand.

This training course material can be downloaded immediately after checkout.

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No matter what stage you’re at in developing your training courses, having access to the right training content can:

  • Remove hours, days, weeks and months in development time and save you a whole lot of stress.
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  • Just make your life a whole easier and ensure that your audience will love the training courses that you offer.

The trick is knowing how to get the right content and having it available for when you need it.

In a nutshell, we reduce the time needed to develop training content. And, at the same time we can give you access to 50+ training courses that you can easily deliver.

Order now and get every training course for just US$19 each!!

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“The sample module I obtained motivated me to purchase the entire set of 52! I immediately saw the value in being able to customize the materials to fit my audience and provide my clients with a choice of format (Powerpoint, Word, PDF). The attachments arrived in a timely fashion and were easy to access. I recommend these products to other coaches, trainers, and consultants who want an easy way to save hours and have presentations they can customize and call their own.” – Dr. James S. Vuocolo, Master Certified Business & Personal Coach.

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Frequently asked questions from training courses on training needs analysis

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?

By now, most companies have caught on to the fact that training and development needs investment. And that not all training and development perspectives are the same. These are the three main perspectives available:

  • Fragmented
  • Formalized
  • Focused

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

As with most business processes, the success of a training needs analysis involves distinct steps. For example, there are four main steps involved in a training needs analysis. These 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?

Below is a simple but effective way of prioritizing training needs across three categories.

  • 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.


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