starting point for the Training Needs Assessment (TNA) is
to understand the skills that will be required. There will
typically be skills within the package e.g. how to carry out
particular functions. There might also be external skills.
An example may be where a new stock control system is being
introduced, and people need to be trained in the use of bar
The skills should be lumped into potential
training modules. For example if there are a number of skills
relating to customer management, perhaps it is appropriate
to map skills relating to customer management as one item.
It will require looking at the situation from both ends.
- What skills do we require?
- How do we group those skills into training modules?
A training module is different to a training course. A course
may cover several modules. It may even be that only some people
attend some modules, but everyone attends others. To illustrate
the point, a course for a new call centre may include modules
on using the telephone system and entering data in the software.
If some people are already familiar with the telephone system,
they might skip this module.
Once the TNA is completed, coursed can be scheduled and people
allocated to each course. Invites are sent and people respond.
There is likely to be a degree of shuffling required to get
people into a convenient course. Inevitably there will be last
minute cancellations and people wanting to reschedule. For this
reason, front load the program. Fill up the early courses and
leave later ones with some vacancies. If someone drops out of
the early course, you will have a spot for them in the later