Training Needs Analysis

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Training Needs Analysis
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• TAFE NSW Doing business in the 21st Century
• The TAFE NSW Workforce Development Guarantee
  focuses on developing the critical capabilities
  need by TAFE staff to do business in the 21st
  Century.
• The ability to undertake a Training Needs
  Analysis, match training needs to appropriate
  competencies and provide recommendations, will be
  very important when providing workforce
  development services to enterprises and assisting
  businesses to develop their workforce skills.
• See slides 19 and 20 for more information

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• This workshop is designed as a professional
  conversation to allow you the opportunity to
  explore the competency required to undertake a
  training needs analysis to meet an identified
  need for a group of learners in an enterprise.

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Assessment / RPL

• Undertaking this workshop and completing the
  associated activities may provide evidence
  towards
• TAATAS501BUndertake organisational training
  Needs Analysis
• and possibly contribute towards these units
• TAADES402B Design and develop learning programs
• TAADES401B Use training packages to meet client
  needs

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Topics

• Concepts
• Definitions
• Process
• TNA Case Study
• Identifying training purpose
• Identifying training needs
• Generating options
• Providing advise and reporting
• Review

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Tasks

• Developing a TNA process
• Undertaking a Training Needs Analysis
• Selecting a training package to meet the client
  needs
• and if time permits
• Identifying content, resources, learning
  activities, assessment requirements
• Reporting back to the client

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Activity 1 - Reflection

• Think about a time when you participated in a
  training needs analysis or a skills audit
  activity?
• Was it for you as an individual or for another
  purpose?
• How did you document the activity
• What were your feelings about the process
• Identify stakeholders in the VET sector
• Components of the National Training System

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Activity 2 - Getting started Identifying
organisational or client needs

• Who is the client
• Why - purpose organisational requirements
• What outcomes objectives and expectations
• When timings and duration
• Where workplace educational institution home
• How recognition and ?

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Getting started discussion points
Developing a professional relationship with the
client Developing a consultation plan Who are
the right people to talk to?
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Conducting a training needs analysis

• Methods for collecting information and data
• Gathering information and data
• Analysing information and data
• Matching needs to Training Package units of
  competency

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Activity 3 Case Study

• The main activity for this session is modelling
  the provision of a workforce service to
  enterprises
• You will be extract information and data from a
  number of sources in order to determine the
  training needs of a group of staff, matching
  their needs to appropriate competencies and
• Develop a draft report to the enterprise
  management team.
• Listen carefully to the audio files on the
  Training Needs Analysis wiki page and refer to
  any additional resources located on the page.

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Activity 4 Providing advice to the client
Using the information from Activity 3 Develop a
draft report to the enterprise management team
outlining your analysis of their training needs..
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Activity 5 Discussion Using a Training Package
to meet client needs

• Analyse and Interpret Competency Standards and
  Accredited Modules for Client Application/s
• Competency standards
• Competency standards and client needs
• Documentation
• Analyse the assessment guidelines
• Meeting client needs

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Activity 6 Discussion Define the Parameters of
the Learning Program in Consultation with the
Client/s

• Every program needs a reason and a purpose
• Understanding the learners
• Understanding the scope and breadth of the
  learning program
• Confirming relevant standards and benchmarks
• Matching objectives to benchmarks
• Sourcing support for the learning program
• Operations and environment requirements

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Activity 7 Discussion Generate Options for
Designing the learning Program

• Learning strategy guides the program development
• Different levels of participants
• Using existing resources
• Consulting others on program content
• Time, cost and logistics considerations
• Selecting the most appropriate options

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Activity 8 Discussion Develop the learning
program content

• Matching the subject matter content to design
  options
• Evaluating the resources for relevance and
  quality
• Customising for the purpose and audience
• Making activities and materials relevant and
  engaging
• Specifying assessment requirements

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Activity 9 Discussion Design the structure of
the learning program

• Sequencing and segmenting enhance and support the
  learning
• Setting the time frame
• Methods for delivery and assessment
• Evaluating organisational readiness
• Summarising the program

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Activity 10 Discussion Review the Learning
Program

• Evaluating the learning program
• Enhancing the review process
• Adjusting the draft program
• Gaining final approval
• Making the learning program dynamic

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• Examples of skills and knowledge that sit under
  the Providing workforce development services to
  enterprises key capability area
• Understands workforce developments concepts
• Actively participates in a collaborative team to
  develop and deliver a range of customised
  workforce development services
• Builds and manages client relationships
• Displays awareness of factors affecting
  enterprise/business outcomes
• Builds customised solutions
• Thinks across disciplines
• Builds networks and shares knowledge
• Displays high level flexible training and
  assessment skills
• Continuously updates technical currency

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• Examples of skills and knowledge that sit under
  the Interpreting and Customising Training
  Packages key capability area
• Displays high level knowledge of Training
  Packages and able to customise for a workplace
  context
• Displays high level knowledge of Training
  Packages and able to customise for a community
  context
• Is able to customise Training Packages across a
  range of jobs
• Applies training needs analysis to implement
  workplace training and assessment strategies
• Is able to fit the training to the current or
  aspiring needs of the learner or enterprise
• Uses the National Training Information System
  (NTIS) confidently
• Continuously updates knowledge of national VET
  system
• Contributes to the review and development of
  Training Packages to reflect industry needs

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This presentation and other resources are located
on SydNET myLearning at this address http//wik
i.tafensw.edu.au/sydney/mylearning/index.php/Train
ing_Needs_Analysis

Workforce Development
Training Needs Analysis Facilitator Gerard Kell