Full-Day Classroom Seminar
Training Need Analysis (TNA) & Measuring ROI
Master Competency Mapping, Gap Analysis, and Prove the True Value of Your Learning & Development Programs
The Programme
Programme Overview
Introduction
Course Overview
It is very easy to assume that training is always a good investment for a company, but that is not always the case. Even when it is a good investment, organizations often face multiple options, and some of those options will be significantly more effective than others. The critical challenge for HR and business leaders is figuring out exactly when your learning and development activities are actually good investments.
This workshop equips participants with a highly practical and comprehensive framework to help them accurately assess the impact of training on employees within their organization. You will learn to transition from reactive order-taking to strategic consulting by mastering the art of identifying competency gaps required for effective job performance. By the end of this program, you will know how to map roles, execute deep gap analyses, and utilize proven tools to measure tangible Return on Investment (ROI).
Outcomes
What You Will Learn
- Identify the key competencies required for different job roles to ensure effective job performance across your organization.
- Conduct a thorough competency gap analysis by utilizing proven methods and analyzing the current competency levels of employees.
- Develop a professional TNA report that accurately reflects organizational competency gaps and presents findings in a clear and concise manner.
- Design and deliver targeted training and development programs that directly address identified competency gaps using appropriate methods and techniques.
- Measure training ROI effectively by leveraging Kirkpatrick’s Four-Level Training Evaluation Model and Bloom’s Taxonomy of Learning Objectives.
- Evaluate behavior change and actual workplace application by utilizing 360-degree feedback, observation techniques, and feedback mechanisms.
- Assess learning outcomes by designing effective pre-tests and post-tests, and using targeted surveys and questionnaires.
Methodology
How We Teach
This classroom workshop bridges the gap between theoretical learning and practical business application. We guide participants through the process of defining job roles and their key functions and tasks to build a solid competency framework. Through interactive exercises, you will practice prioritizing competency gaps based on their criticality to job performance and learn the best practices for writing a TNA report. This ensures you leave with actionable skills to evaluate the effectiveness of training programs immediately.
The Outcome
Impact & Audience
For the Organization
Organizational Impact
- Optimize L&D Budgets: Stop wasting resources on generic training by precisely identifying areas of competency gaps and addressing only what is critical to job performance.
- Prove Financial Value: Equip your L&D department with concrete metrics by implementing tools and methods for measuring ROI.
- Align Training to Business Strategy: Ensure every rupee spent directly supports the business by developing training programs that address the explicitly identified competency gaps.
- Drive Observable Behavior Change: Move beyond simple satisfaction scores by establishing strong observation techniques and feedback mechanisms to ensure newly learned skills are applied on the job.
For the Individual
Personal Impact
- Become a Strategic Consultant: Elevate your career by learning how to structure a TNA report for competency gap analysis that speaks the language of business leaders.
- Master Learning Science: Gain a deep overview of foundational learning theories, including behaviorism, cognitivism, and constructivism, to design superior educational experiences.
- Enhance Analytical Capabilities: Develop sharp skills in leveraging self-assessments and peer assessments to uncover the true development needs of your workforce.
- Design Better Interventions: Learn the exact criteria for selecting appropriate training methods and techniques to solve specific performance problems.
Audience
Who Should Attend
- L&D Managers & Directors: To establish a robust competency framework for different job roles and implement Kirkpatrick’s Four-Level Training Evaluation Model across the enterprise.
- HR Business Partners (HRBPs): To master methods of conducting competency gap analysis and analyze the current competency levels of employees within their specific business units.
- Instructional Designers & Trainers: To deeply understand Bloom’s Taxonomy of Learning Objectives and design highly effective pre-tests and post-tests for their curriculums.
- Organizational Development (OD) Specialists: To utilize 360-degree feedback and peer assessments to drive and measure long-term behavior change and application.
Curriculum
Course Outline
Faculty & Inclusions
Your Trainer
Faculty
Instructor Details
This workshop is facilitated by veteran learning and development professionals who specialize in organizational performance and training economics. They bring decades of corporate experience in identifying the required competencies for effective job performance and evaluating the effectiveness of training programs at a global scale. Our instructors focus heavily on practical execution, guiding participants through the key components of a TNA report and complex learning assessment methodologies to ensure immediate workplace application.
What's Included
Certificates & Inclusions
- Lunch
- Tea/Coffee
- Course Material
- Certificate of Completion
Registration
Reserve Your Seat
Need Assistance?
Talk to a Programme Advisor
Have questions about your specific industry, or want to enquire about group discounts? Reach out to our programme coordinators directly.
Or register by e-mail
register@princetonacademy.co.inFor Teams
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Upcoming Training Need Analysis (TNA) & Measuring ROI Sessions
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Questions
Frequently Asked Questions
It is easy to assume that training is always a good investment, but a TNA helps you figure out exactly when your learning and development activities are actually good investments. It ensures you are targeting real issues rather than guessing.
A competency gap analysis involves defining job roles, identifying the key competencies required for effective job performance, and then analyzing the current competency levels of employees to find the missing areas.
Kirkpatrick’s Four-Level Training Evaluation Model is a foundational tool used in learning assessment to measure reaction, learning, behavior change, and ultimate business results, which are all critical for measuring ROI.
A well-structured report should clearly outline the prioritized competency gaps based on their criticality to job performance and present findings in a clear and concise manner for leadership review.
Measuring behavior change and application involves utilizing 360-degree feedback, peer assessments, and structured observation techniques and feedback mechanisms on the job.
