National Insurance Academy, Pune|HRM & Organisational Behaviour
P192 | Scientific Method of TNA (LIC)
Academic Year 2026-2027
Duration
2Days
Scheduled Dates
21 May 2026 - 22 May 2026
Background
Investment in training is justified only when it leads to measurable improvements in individual and organizational performance. Whether in public or private enterprises, government departments, or NGOs, training should be strategically aligned with performance objectives to optimize its impact.
A well-structured Training Needs Analysis (TNA) forms the foundation of an effective learning and development strategy. It is the first stage of the Systematic Approach to Training (SAT), ensuring that training interventions are designed based on real performance needs and expectations rather than only assumptions. A comprehensive TNA not only identifies skill gaps but also examines broader factors affecting performance-some of which may require non-training interventions such as process improvements, leadership changes, or policy adjustments.
This programme equips senior HR professionals and training leaders with advanced TNA methodologies. Participants will develop expertise in diagnosing organizational learning needs, distinguishing between training and non-training solutions, and implementing evidence-based recommendations. By understanding the concept of TNA, they will be able to enhance workforce capabilities, optimize training investments, and drive sustained performance improvements.
Learning Objectives
Apply the Systematic Approach to Training (SAT) to diagnose and address organizational performance challenges effectively.
Define and contextualize Training Needs Analysis (TNA) within the broader framework of organizational development.
Evaluate the role of TNA in designing, delivering, and assessing training programmes for maximum impact.
Identify key factors influencing performance, including training and non-training-related elements.
Conduct a structured TNA, using data-driven methods to differentiate between training and non-training needs.
Ensure mapping the training needs of the learners with the various training methodologies to maximize transfer of learning.
Prioritize performance gaps based on their impact on organizational goals and workforce development.
Integrate TNA findings into the SAT framework, ensuring alignment with learning and development strategies.
Develop actionable training recommendations, linking them to specific performance outcomes.
Design Comprehensive Programme Schedules for training that would address the identified needs.
Key Contents
Concept of Andragogy and Pedagogy in a learning environment.
Understanding the Systematic Approach to Training (SAT) - Concept, stages, and its role in performance improvement.
Fundamentals of Training Needs Analysis (TNA) - Definition, scope, and key principles.
Strategic Importance of TNA - How TNA enhances workforce capabilities and organizational performance.
Linking TNA to Training Programme Design and Delivery - Ensuring alignment of learning objectives with training methodologies.
Identifying and Prioritizing Performance Problems - Tools and techniques for diagnosing gaps.
Differentiating Between Training and Non-Training Needs - Analysing root causes of performance challenges.
Data Collection Methods for TNA - Surveys, interviews, focus groups, observations, and competency assessments.
Stakeholder Engagement in TNA - Collaborating with employees, managers, and leadership for insights.
Developing Performance-Based Training Interventions - Structuring solutions that drive measurable impact.
Cost-Benefit Analysis of Training Interventions - Evaluating ROTI and effectiveness of proposed solutions.
Aligning TNA with Organizational Strategy - Ensuring training initiatives support business objectives.
Designing a Programme Schedule - Structuring key elements for effective training programme development.
Monitoring and Evaluating the Impact of Training - Post-training assessment and continuous improvement. Feedback and Feedforward in the training context.
Case Studies and Best Practices in TNA - Learning from real-world applications across industries.
Developing a TNA Action Plan - Practical application and roadmap for implementation in participants' work situation
Who Should Attend
Secretary / Dy. Secretary (HRD and P& IR Depts.) at Central Office / Zonal Office and Manager (P&IR) of Divisional Offices of LIC, Faculty Members of Zonal Training Centers and MDC.
