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training needs analysis (tna)

A professional, comprehensive Training Needs Analysis (TNA) must be carried out in order to provide your internal stakeholders with concrete data and information to make informed decisions on the direction and activities of the network. A TNA is the systematic investigation of training needs within an organisation. It is part of a process which integrates training with the business or development plans of an organization. Only a detailed and comprehensive TNA and its aligning proposal of training plan can assist the organization in driving the organization forward with higher productivity and efficiency. This course introduces practical methods of conducting the TNA and allow participants to apply the learning in their respective organization.

Participants will be introduced to systematic approaches in conducting training needs analysis. A simple framework will be provided to you to quick-start the development of your own training programs.


By the end of this course, participants should be able to:

  • Understand what Training Needs are

  • Describe what an organization-wide Training Needs Analysis should entails

  • Understand how to derive the desired organization TNA outcomes

  • Evaluate the factors affecting desired organization TNA outcomes

  • Understand the various methods of conducting TNA

  • Introduction to Competency Framework

  • Understand how to analyse the results of the TNA

  • Evaluate and derive a proposal for training plans and schedule

  • Re-evaluating proposal with resources available

This course is eligible for SkillsFuture Credit.

Date & Time

19 Sep 2018

9AM - 5PM


$280 (STADA Member)

$360 (Non-STADA Member)

*Fees are subject to 7% GST charge

Target Audience

This course is designed for:

  • HR Generalist

  • HR Learning and Development professionals

Course Content

Training Needs Analysis

  • What is Training Needs Analysis

  • Components of a full TNA process


Competency Framework

  • Technical Skills

  • Soft Skills

  • Leadership/Supervisory Skills


Methods of Conducting TNA

  • Interview

  • Observation

  • Job Description

  • Survey

  • Focus Group Discussions


Methods of Analysis Results

  • Qualitative Analysis

  • Quantitative Analysis


Deriving the Training Plan

  • Factors affecting Training Plan

  • Planning Training using available resources

  • Decide on the Evaluation Approach

About the Facilitator

Eric Lim is the founder of One Resource SG, a one-stop HR consultancy firm. He is a seasoned and passionate HR professional with more than 10 yrs-of-experience, leading APAC regional teams. He believes in using 'Science'​ to create the 'Art'​ of HR with robust-sustainable systems, to achieve optimum results, maintaining the agility to change. 

Eric Lim is an experienced trainer who clocked more than 2000 hours of training. His main training forte are Leadership, HR topics, Service Excellence, Team Building and Facilitation of strategic retreats. Eric has been in HR field for more than 10 years and continues to acquire many relevant skills, to integrate them into his line of work in terms of conducting training and coaching.


He was an in-house trainer for Marina Bay Sands and Australian and New Zealand (ANZ) Banking Group and has always received good reviews for his work. Before his in-house training years, he was an independent consultant who worked on various projects such as career mapping, flexible working in workplace, strategic retreats and self-developing courses.


His style of conducting training is a mix of facilitation, coaching techniques and use of multi-media. One of his advantages as a trainer is that he is able to relate the various best practices in different industries (as a result of his vast in-house experience) and convert them into useable action plans. He is also a qualified trainer for DDI, Franklin Covey and Brian Tracy programs.


Relevant Experience in HR Consultancy

  • Strategised and planned talent management & development project to prepare HI-Potential candidates for senior management positions and initiate succession planning

  • Designed and implemented Talent Management Framework including Training and Sponsorship policies

  • Designed and implemented a performance management system for a business unit with various operational challenges such as shift patterns.

  • Provide training to Managers on Performance Management system and process

  • Carried out a unique one time exercise chalking a career path with important milestones for new incumbents who joins till the retirement age, including manpower contingency plans & completed the project in record time of 18-months.

  • Planned and executed Yearly Employee Engagement Action Plans to effectively engage employees for all manpower matters and issues

  • Planned and facilitated organisation climate surveys

  • Developed Talent Management Life Cycle Model with accompanying policies.

  • Planned, designed and executed a comprehensive competency mapping program for 134 individual positions that colluded with the performance appraisal process.

  • Design a Flexible Working Arrangements scheme with ‘Hot-Desking’ to reduce rental space to save operating cost and increase employee retention and engagement

  • Propose initiatives to improve employee engagements and total rewards and compensation to drive employee retention and engagement

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