Training Needs Analysis: HR’s Role

Training Needs Analysis (TNA) is a systematic process used to identify gaps between the current skills of employees and the competencies required to achieve organisational goals. For HR, conducting an effective TNA ensures that learning initiatives are targeted, relevant, and aligned with both employee development and business outcomes.

A well-executed TNA helps organisations invest in the right training, avoid redundant programs, and boost performance.

Why Training Needs Analysis Matters

• Focuses learning efforts: Ensures training addresses real skill gaps.

• Optimises resources: Avoids unnecessary expenditure on generic programs.

• Supports performance improvement: Targets areas that directly impact productivity and results.

• Strengthens workforce capability: Prepares employees for current and future roles.

Without a TNA, training programs risk being misaligned, ineffective, or underutilised.

Key Steps in Training Needs Analysis

1. Identify Organisational Objectives

• Understand short-term and long-term business goals.

• Determine the competencies needed to achieve these goals.

• Prioritise critical roles and functions that impact performance.

2. Analyse Current Skills

• Assess employee skills through performance reviews, appraisals, and observations.

• Use surveys, self-assessments, and peer feedback for additional insights.

• Review past training outcomes and certifications.

3. Determine the Skill Gaps

• Compare current skills against the required competencies.

• Categorise gaps into essential, desirable, and optional skills.

• Identify whether gaps are individual, team-based, or organisational.

4. Define Training Objectives

• Translate identified gaps into specific learning goals.

• Ensure objectives are measurable, achievable, and aligned with performance expectations.

5. Select Training Methods

• Choose appropriate delivery methods: classroom, e-learning, on-the-job, mentoring, or blended approaches.

• Consider employee learning preferences and resource availability.

6. Plan Implementation and Follow-up

• Schedule training sessions and allocate resources effectively.

• Set evaluation methods to measure learning impact.

• Monitor progress and update training plans as business needs evolve.

Sample View: Training Needs Analysis Process

Checklist: HR’s Role in Training Needs Analysis

☐ Understand business goals and critical competencies
☐ Collect and analyse performance and skill data
☐ Identify skill gaps at individual, team, and organisational levels
☐ Define measurable training objectives
☐ Select appropriate learning methods
☐ Monitor training outcomes and update plans regularly

Common Pitfalls to Avoid

• Conducting TNA based solely on employee requests or preferences

• Ignoring organisational priorities when defining learning needs

• Relying on outdated performance data

• Failing to measure the effectiveness of training programs

Role of HR

HR ensures a structured TNA by:

• Designing templates and processes for systematic analysis

• Supporting managers in identifying skill gaps

• Aligning training interventions with business objectives

• Tracking learning outcomes and providing actionable insights

Key Takeaway

Training Needs Analysis enables HR and managers to invest in the right learning initiatives, develop critical skills, and strengthen organisational capability. A systematic, data-driven approach ensures that training programs are relevant, effective, and aligned with business goals.

Conclusion--

Effective labour law compliance depends on how well HR operations, payroll, and business processes work together. When compliance is embedded into everyday workflows, organisations reduce risk, improve accuracy, and build sustainable governance systems. HR teams that prioritise integration over isolation are better positioned to manage compliance confidently and consistently.