#Learning factory hours how to#

Employees know how to do the job, but something else affects their performance. It might encompass workflow, recruitment, or job design. It exists when the employee does not know how to do the job – it is a lack of knowledge, skills, and attitudes.Ī Non-Training Need reveals a gap, however this gap cannot be filled (or fixed) with training. The two outcomes are a training need and a non-training need.Ī Training Need reveals a performance gap, and the gap can be filled with training. It not only provides clear direction for identifying training needs, but also helps to evaluate how effective previous training programmes have been. Ultimately, the TNA will identify needs which require addressing in some way. The conditions under which the HRD activity will occur.Discrepancies or gaps between an employee’s skills and the skills needed to perform the job successfully in the future.Discrepancies or gaps between an employee’s skills and the skills required for effective current job performance.An organisation’s goals and its effectiveness in reaching these goals.The TNA ProcessĪ Training Needs Analysis (TNA) is a process by which an organisation’s HRD needs are identified and articulated. These statistics reveal a lack of recognition of the role human resource development (HRD) plays in the success of an organisation, or the lack of wanting to invest in training.

Surveys of Australian businesses reveal around 40% of organisations have no formal training schemes and around 32% have no formal instruction to develop skills. The training effort in many organisations is often wasted as a result of poor (or non-existent) needs assessment. Many businesses fail to recognise the value of training to improve competitiveness.

Learning factory hours