A Training Needs Analysis (TNA) — also called a Training Needs Assessment — is the process of identifying the gap between an employee’s current skills or knowledge and the level of performance required for their role. It is the foundation of any effective L&D strategy: without a TNA, training programmes are built on assumptions rather than evidence.
The 4 Levels of Training Needs Analysis
- Organisational level: What training does the organisation need to meet its business goals? (e.g., digital transformation requires upskilling in data literacy)
- Departmental level: What skill gaps exist within specific teams or functions? (e.g., the sales team needs stronger product knowledge after a new launch)
- Role level: What competencies are required for a specific job, and where do current jobholders fall short?
- Individual level: What unique gaps does each employee have relative to their role requirements? (Identified through performance reviews, assessments, or manager feedback)
TNA Methods
- Surveys and questionnaires sent to employees and managers
- Performance review data and KPI analysis
- Skills assessments and knowledge tests via the LMS
- Manager interviews and focus groups
- Observation and job task analysis
- Exit interview data (revealing skill gaps that led to performance issues)
TNA and the LMS
A well-configured LMS significantly reduces the effort required for ongoing TNA. Assessment data, completion records, quiz scores, and engagement patterns give L&D managers a continuously updated picture of team-wide skill levels — enabling data-driven training decisions rather than annual guesswork. When the LMS is integrated with the HRMS, performance data can be correlated with training completion to identify whether training is actually closing the gaps it was designed for.
Use LMS data to drive your TNA
EdzLMS analytics give you real-time skill gap data across teams — so your training budget goes where it’s needed most.
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