Training Needs Analysis Report for Organisational Learning and Development - Desklib

Organisational Learning and Development(9015OLAD)
AQF9 – Term 5, 2021
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Training Needs Analysis Report
Word count: [2500]
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Executive Summary
The report has been studying the perspectives of Training Need Analysis (TNA)
which has been taken into consideration for improving the performance of the employees.
The report has been framed in such manner that it provides the meaning of identification of
the expected performance and investigating the training needs which will fulfill the basic
forms in which all possible applications of the training for the employees is considered at
large scale. The report has also been analysing the competency gap and identification of the
training specifications for the learning program which are its major needs and requirements at
large scale. This has been known for the fact and the information which is being provided for
the training and by fulfilling the needs and requirements in appropriate manner. The
competency gaps have been fulfilled by knowing the major sources through which all
possible application of how the organization works is known. The gaps are identified on the
terms of making changes and formulating them within organization for growth and
development. Along with this, the report has been also identifying the training specifications
which are to be made clear with all factors and needs which are provided at large scale. This
has been analysed and evaluated in the report which has been taken into consideration for
knowing how effective and efficient training needs are fulfilled within organization. The
report has been also the basis for evaluating aspects of major factors known at large scale
which are of training and development for organization.
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Contents
Executive Summary....................................................................................................................................... 2
1. Introduction.............................................................................................................................................. 4
2. Step 1– Identification of Expected Performance.........................................................................................4
3. Step 2– Investigation of the Training Need................................................................................................ 5
4. Step 3– Competence Gap Investigation...................................................................................................... 7
5. Step 4 – Identification of Training Specifications........................................................................................8
References.................................................................................................................................................. 11
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1. Introduction
Training need analysis is the analysis which determines the factor of how the gap is
filled in the training need which exists. Present situation level is identified which includes
interview, observation, target surveys and secondary data in an organization. The gap
between desired performance and present performance is filled by the training need (Mohanty
and et.al., 2019). Training does not eliminate but help to reduce the gap by encouraging the
employees to built and enhance their skills and capabilities. In other words it can be said
training need analysis id the process of collecting information about the expressed and
implied needs of the organisation that could be met by conducting training. Tesco plc is a
British multinational general merchandise and groceries retailer providing the customers the
products and services by fulfilling their requirements.
This report shows the four steps of the training need analysis that is the expected
performance is identified, need for the training is investigated, competency gap is known and
training specifications are being identified.
2. Step 1– Identification of Expected Performance
The first step of training need analysis is to identify the long term and short term goals of
Tesco and the performance needed to achieve these goals. By conducting this analysis it
helps Tesco to remain attentive for the efforts to be identified within the area of training
which is very important for the employees so that they can carry out Tesco’s goal
successfully and it helps in motivating to their career development. The types of performance
changes which should be considered are –
 Current objectives are achieved through changes taking place in the performance. For
example; for dealing with some needs, identifying with competencies is necessary
(Zhang and et.al., 2018).
 Long term objectives are achieved when the performance is changed. For example;
changes helps in producing the development in the strategies which are identified.
Overall organization’s goals and objectives should be known to the person who is conducting
the training, so he can properly assess the training opportunities which also helps the business
in knowing how the growth is being scaled up. Various data collection techniques can be
used to analyze and evaluate the actual job performance such as survey’s, observations, work
samples, interviews, records etc (Burke and et.al., 2018).
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