Initial needs-assessment questions
TRAINING NEEDS ANALYSIS SURVEY – TNA
Identify training priorities through data
The TNA tool helps organizations document competency gaps, identify priority needs, and establish an initial basis for training planning.
Competency groups summarized
Identify priority gaps
Save, print, or send survey results
STEP 1 – COLLECT INFORMATION
Complete the Training Needs Survey
Assess needs by department, target participant group, and priority objective. Results provide a reference for deeper discussion with managers and relevant stakeholders.
STEP 2 – REVIEW RESULTS
Review Priority Competencies and Recommended Courses
Survey Information
Please complete the survey to view results.
| Competency Group | Score | Assessment |
|---|---|---|
| Responses will appear after the results are analyzed. | ||
Overview Indicators
Overview indicators will be calculated after the survey is completed.
Competency Gap--
Readiness Score--
Against Benchmark--
Training Priority Index Radar
The radar chart shows the training priority of critical competency groups; values farther from the center indicate a greater need for intervention.
Global Benchmark Comparison
The chart compares current competency scores with reference standards used by leading global organizations in the same functional area.
Indicator Descriptions
Calculated from the gap between current capability and the expected level. A higher score indicates a more urgent training need.
Reflects the team’s current capability relative to job requirements, departmental objectives, and operating standards.
An indicative reference threshold based on leading-practice standards from large organizations, used to provide a comparative perspective for training planning.
Course Recommendations Based on TNA Results
| Priority | Recommended Course Group | Recommendation Rationale | Link |
|---|---|---|---|
| Recommendations will appear after the survey is completed. | |||
Recommended Actions
- Complete the survey so the system can identify priority actions.
From TNA Results to a Training Plan
Validate Needs
Compare survey results with business objectives, KPIs, job descriptions, and management input.
Define the Gap
Clarify current capability, required levels, and the causes of performance below expectations.
Set Priorities
Select participants, content, methodology, duration, and implementation sequence based on expected impact.
Monitor Results
Set pre-training criteria and document learning, application, and workplace change.