An effective and efficient way to do TNA

There is no need to do a 100% Training Need Analysis as suggested by many practitioners. 


First, because the 100% TNA approach is costly and second, it does NOT serve any purpose as all as management action must be prioritized and focus to a critical few.

We just have to identify and narrow down to some critical performance gaps. From the gaps, identify the relevant key persons or groups responsible for the gaps. 


By comparing with industry standards, competency gaps could be confirmed for the purpose of training.

In summary I use performance analysis to identify some key critical performance gaps. (use the financial statements)

I then identify the relevant persons or groups for the purpose of competency gap analysis.

You would note that I did not do  any survey for performance gaps nor did I do 100% competency gap analysis.

At most, I would be analyzing between 5% to 15% of the population to arrive at the training needs say for next year.


Although time and costs savings it is still the most effective.

1. Performance gaps through financial statements
2. Competency gaps by comparing with best practices / industry standards
3. The right training solutions

Arriffin Mansor 012-2786282