Training Needs Analysis (TNA)
Resource Learning Design specialises in the rigorous Training Needs Analysis (TNA) of organisational training requirements, primarily in high-risk and safety-critical sectors. Our Expert solutions always begin with a detailed understanding of our client’s specific needs.
Our Training Analysts have practitioner-level Systems Approach to Training (SAT) and Defence Systems Approach to Training (DSAT) knowledge. They are experts in carrying out role analysis to detail the tasks required for specific job roles, the standards required and the conditions under which they are performed.
We identify the tasks required for specific roles, prioritise them and consider the Knowledge, Skills and Attitudes required to fulfil them. Resource Learning Design roots lie in the application of SAT and DSAT, hence the rigorous and auditable, intelligently applied process of the TNA and the subsequent development of targeted training solutions.
A detailed Role Performance Statement (RPS) will be conducted utilising all available documentation, including existing job specifications, operating procedures, discussions with SMEs and existing training syllabi. The output will be a detailed inventory of tasks, sub-tasks and task elements performed by each role (Role Scalar). Each task and sub-task will be annotated with the following:
Difficulty, Importance and Frequency (DIF) analysis. Once the task inventory, performance, conditions and standards have been identified, tasks and sub-tasks in the RPS will be subject to a DIF Analysis. The DIF analysis will be carried out in conjunction with SME to determine the priorities for learning design and development.
Knowledge Skills and Attitude (KSA) analysis. KSA Analysis is a systematic analysis of ‘Performance’ and/or ‘Standards’ to identify the necessary KSA required to perform a Role. A KSA Analysis moves on from what tasks the Role Holder is required to perform, to identifying the KSA that must be learned to perform the tasks. The results of a KSA Analysis will inform the design of Training Objectives and Enabling Objectives and the selection of the most appropriate training Methods & Media.
Training Gap Analysis. A Training Gap Analysis is the process of identifying any additional training requirements for the affected Role Holders by determining the Training Gap between the RPS and any existing Training Performance Standards. This analysis enables the business capability impact to be assessed should anything new be implemented or changed without additional training.
METHODS AND MEDIA OPTIONS
Methods and media options to meet the training requirement partially or fully will be explored. The Methods and Media options selected will be guided by the nature of the training, training policy, training throughput and industry best practice. They will always be fit for purpose and selected to bridge the training gap identified by the Training Gap Analysis, in line with the organisational need.
Methods and Media options are refined in stages as each selection is made to ensure the optimal blend. Selecting options early in the process is important to inform cost benefit analysis on an ongoing basis and to identify freedoms and constraints which will be used to inform the final solution. This in depth analysis provides confidence that the spending of precious training budgets is always targeted and evidence based.
We believe that analysing the requirement thoroughly and applying the process intelligently is the key to delivering fit for purpose, tailored, effective, and safe training. Our experienced Training Needs Analysts fulfil a vital role in the process of identifying the training requirement and clearly articulating how it should be met.
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