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Three levels of a TNA

  1. Organisational: Considers where resources should best be invested in learning and development activities to help achieve organisational strategic goals and objectives. This level of analysis also incorporates things such as an organisation’s culture, HR objectives and external influences.
  2. Task / job level: Considers what specific skills, knowledge and abilities are required to perform particular jobs within the organisation. This is largely related to the workforce planning process as it looks back to the position description and job analysis as a basis for analysing excepted standards of work outputs.
  3. Individual level: Considers the actual performance of an individual compared against the expected performance standards to analyse whether training is an appropriate solution to address any deficiencies. Common examples of assessing this performance are the performance appraisal, customer feedback and by using the person specification to assess an individual’s performance.

Sources: Tovey & Lawlor, PD.

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