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Conducting an Effective Training Needs Analysis

Structure Duration Two days
Time 9am to 5pm
Commencement Date 22 - 23 May 2017
24 - 25 Aug 2017
09 - 10 Oct 2017

COURSE FEE (NON-MEMBER): S$963.00* (including 7% GST)
COURSE FEE (MEMBER): S$818.55* (including 7% GST)
* Members enjoy a 15% discount before GST
* Group Discount (3 or more participants) - 10%


    SDF Grant Amount: S$28.00 
    SDF Course Code: CRS-N-0016316
2) PIC Grant
    Click HERE for more info on PIC Grant.

SkillsFuture Credit 
(Individual Singaporean aged 25 and above)
Pre-approved SkillsFuture funding of S$500.00
Click HERE for more info on SkillsFuture.


An effective Training Needs Analysis (TNA) will be able to identify training gaps or non-training issues. Some Organisations have wasted resources and training budgets on training programmes unnecessarily, without conducting a proper Training Needs Analysis (TNA).

By acquiring the knowledge and skills of TNA, organisations will be able to identify the actual training needs and evaluate its implementation effectiveness.

This workshop will equip participants with the essential skills and knowledge to conduct a proper Training Needs Analysis (TNA), put up a recommended Training Needs Analysis (TNA) report, propose a Training Plan and measure its implementation effectiveness.

Key Takeaways

Upon completion of this workshop, participants will be able to;

  • Define clearly what a Training Needs Analysis (TNA) is and its purpose
  • Conduct effectively a Proactive TNA and Reactive TNA in an organisation
  • Isolate training issues and non-training issues arising from performance problems or from internal and external source of triggers
  • Use appropriate needs assessment methods to collect data for analysis
  • Write a recommended TNA report based on the findings to suit the needs of the organisation
  • Propose a Training Plan for implementation if necessary
  • Decide appropriately to use either in-house trainers or external trainers for training plan implementation
  • Evaluate the training effectiveness, after the implementation of Training Plan

Who Should Attend

HR Managers, HRD Managers, Line Managers, Supervisors or anyone who is required to assess the training needs and implement training programmes for their organisation.

What Will Be Covered

  • Understanding the Term KSA and TNA and its Relationship
  • Sources of Triggering Factors for Training Needs Analysis (TNA)
  • Three Levels of Needs Analysis Assessment
  • Issues at the Macro and Micro Level
  • Who Should Participate
  • Methods of Data Collections
  • Challenges Facing the Data Collection
  • Recommended Data Sources for Locating Gaps in Performance
  • Task Analysis
  • Person Analysis
  • Determining is Training the Best Solution to Performance Problem
  • Output of Training Needs Analysis (TNA) Exercise with a Non-Training Needs
  • Proactive and Reactive Training Needs Analysis (TNA)
  • TNA Report Format and Recommendation
  • Review ADDIE Model
  • Proposed Training Plan
  • Selecting In-House Trainers versus External Trainers
  • Measuring Training Effectiveness using an Evaluation Model


Interactive session using adult learning principles, case studies, group discussions, presentations and scenarios.

Trainer's Profile

Francis Claudius has more 25 years of training experience. His training working experience comes from a Learning & Organization Department in large organization. He was a professional trainer facilitator and an in-house training consultant. Currently, he is an Associate Trainer and Assessor for the Employability Skills(ES), Work Skills Qualifications (WSQ) Training Programme and Executive Development & Growth for Excellence ( EDGE ) He is also an Associate Lecturer teaching the Training & Development Module for Diploma Students, Human Resource Development Module and Change Management Module for Advanced Diploma Students.

His previous appointments include Learning Account Manager and Senior Training Executive. In these capacities, he had performed training needs and rolled out training road maps specific to business units. He has also designed, developed and delivered training programme in the areas of technical, computer, soft skills and management-related courses to meet specific business needs of organization. He has trained both the junior and senior officers in his organization and public-run courses thereafter. He has been consistently receiving very good ratings and appraisals from course participants.

As trainer and facilitator, he has an interest for human development to excel in their work or personal life as well. He strives to conduct his training in a lively manner with enthusiasm, passion and dedication. He conducts training programmes in an interactive style by engaging participants to contribute ideas and their experiences too so as to add value for benefit of all participants. He does this by trying to link concepts, examples and experiences discussed in the workshop to actual scenarios and situations faced by participants in workplace and in life. He is well verse in the different training approaches that relates to participants learning outcomes. He is well verse with the adult learning approach and applies it.

Participant finds him approachable and friendly. He is a good trainer who delivers training in a clear, concise and systematic manner. On a personal level, he constantly reviews and improves on his delivery, seeking to develop higher level of competency in the subject matter he is impacting. He believes in continuous learning and keeps updated with new knowledge, skills and experiences.

Francis is also a good speaker with strong vocal strength. He has participated in topics presented in the events of the International Association of Master Trainer (IAMT). He had received a Bronze Certificate for being the Best Presenter. He holds a Competent Toastmaster and Competent Leader Award from the Toastmasters International. He has also delivered talks at People’s Association (PA) and Association of Professional Trainers Singapore (APTS).


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