Performance Needs Analysis

You have heard of a Training Needs Analysis (TNA), so what is a Performance Needs Analysis (PNA)?

A Training Needs Analysis uses observation, interviews, questionnaires and other techniques to identify the type and nature of training required to meet organisational objectives.  The key assumption here is that a training need exists and the TNA simply needs to find it.

However, this is often not the case.  Other departments and individuals will often request a training solution where a training problem doesn’t exist.  Instead, the underlying performance constraint could benefit more from:

• Clarifying strategic objectives.
• Process mapping and/or redesign.
• Organisational restructuring and/or better role clarity.
• Clearly documented policies and procedures, and/or
• A performance measurement and recognition program that is aligned to strategic objectives.

Conducting a Performance Needs Analysis

A Performance Needs Analysis is a top-down approach involving stakeholder management and engagement, identification of strategic objectives, measurement of the “as-is” position, and an analysis of options to move forward.

One of these options may be a training solution – but unless the elements listed above have been addressed, any training solution would be doomed to fail before it began.  It would be like painting a fresh coat of paint on a condemned house!

At Claricom, we know training and instructional design backwards.  But we also have more than just a hammer in our toolkit.  We can assist you with clarifying strategic objectives, identifying and streamlining business processes, documenting and communicating your key messages to staff.