How to design a TNA? An excellent question. We reckon start backwards and then determine the layout of the TNA at the very end. We can help you with part (or all) of the TNA process. The problem with conventional TNAs is the questions they omit. An omitted question on the TNA might be an opportunity lost.
This two day program will introduce to participants a proven methodology to diagnose and deliver a lasting behavioural change with a training intervention. This will help your organisation to diagnose and overcome any behavioural barriers to achieve your strategic objectives
What Our Previous Participants Think About The Designing & Conducting a Training Needs Analysis
Key Learning Outcomes
At the conclusion of this program participants will be able to
Understand and uncover the training brief
Conduct a training needs analysis
Develop learning objectives
Design and develop the training material
Develop the structure and content from your learning objectives
Apply methodologies for delivering time efficient training with impact
Engage the audience
Present powerful training programs
List approaches for conducting a job analysis
List the major duties, tasks and sub-tasks for an identified workplace role
Explain the purpose of a skills audit
Describe the elements which assist in the selection of TNA methods
Describe the relationships between job analysis, skills analysis and training needs analysis
Course Description
Action Plan
How to conduct a training needs analysis
How to develop program objectives
How to build in practical case studies
How to factor in stakeholder concerns
Design the material
How to anticipate the audience
How to engage the audience
Develop the structure and content to train your trainers
Apply practical tips for training delivery
Who Should Attend
This program is aimed at human resources teams, design teams, trainers, facilitators who are inexperienced and instructional designers who are not overly experienced in putting together a Training Needs Analysis (TNA).
Training Areas and Learning Outcomes
Understand the business – job analysis before getting started
List approaches to conduct job analysis
List the major duties, tasks and sub-tasks for an identified workplace role
Explain the purpose of a skills audit
Describe the elements which assist in the selection of TNA methods
Describe the relationships between job analysis, skills analysis and training needs analysis
Get started
Conduct needs assessment in a systematic manner
Discover the gaps between the current situation and the desired or necessary situation
Discovering the current situation includes determining the present state of skills, knowledge and abilities
Distinguish between actual needs and the perceived needs or wants
Practical application, interactive presentation and discussion
Process, needs and roles
Differentiate among learning theory, instructional theory and design plans
Identify the elements of the instructional design process
Utilise the ADDIE strategy for design
Define the role of the instructional designer
Practical application, interactive presentation and discussion
Design the program
Utilise the ADDIE strategy for design
Break down tasks into separate steps
Identify appropriate content for learning
Pitch content appropriately at the level of learners
Practical application and discussion
Design the workbook
Determine the best sequence for the content
Sequence content to improve the learner’s understanding of the material
Teach a fact, concept, rule, procedure, interpersonal skill and attitude
Present the content in a way so that each learner will master the objectives
Implement instructional strategies
Use text and pictures within the content
Computer coaching, internet searching and tips for practical shortcuts
Design PowerPoint and visuals
The purpose of presentations
Set up your presentation
Determine content and structure
Organise your presentation
PowerPoint design rules
Practical application and discussion
30 minute makeover
Set aside the last 30 minutes for the makeover
Last tips to add value to the workbook
Let go – even Rembrandt had to finish
Practical speed exercise
Benchmark and provide evidence of the quality of the design
Did the design meet the training needs?
What improvements could be made?
How to separate lone remarks from statistically signifi cant feedback
Practical application and discussion
Present your Program
Present effectively
Engaging the audience
Apply methodologies to deliver time efficient training with impact
Trustindex verifies that the original source of the review is Google.
The course was very informative and it presented exceptionally well!
Kelvin Muchiri
Posted on Google
Trustindex verifies that the original source of the review is Google.
Really found inspiration and hope in what Michelle provided
Rhonda Rees
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Amazing course! Engaging, fun and learnt so much. Thank you always.
Kate Bartlett
Posted on Google
Trustindex verifies that the original source of the review is Google.
Tom was a fabulous trainer very knowledgeable and able to provide practical real life examples and tools that will prove extremely useful.
Vicki Hutchinson
Posted on Google
Trustindex verifies that the original source of the review is Google.
Best every course
Yonas Masrsha Tesfaye
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Trustindex verifies that the original source of the review is Google.
Dr Marny Lishman crated an amazing space that not only was open, safe and caring, but gave insight into many different aspects of resilience. She apprieciated different perspectives and opened discussions that were supported and wise.
The presentation was targeted and had the perfect balance of knowledge and reflection.
I would encourage this workshop for any team, especially those preparing of have gone through organisational change!
Ethan Calleja
Posted on Google
Trustindex verifies that the original source of the review is Google.
Did this course in a session at Professional Services Review Training .Very helpful especially in my work in Public Health .Lots of useful ‘tips and tricks ‘
