Mastering Training Needs Analysis & Training Evaluation

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Mastering Training Needs Analysis & Training Evaluation

Mastering Training Needs Analysis & Training Evaluation is a practical fast-track training seminar that provides the latest philosophies, met, ods and tools to be able to complete the two most important areas of training – Training Needs Analysis (TNA) and Evaluation. It will also show those attending how to demonstrate the added value of training activities.

In today’s difficult financial climate, these are the two areas that will really make a difference to any training function.

In this training seminar, participants will:

Find out about the New Process for doing TNA

Know How to become more precise with TNA

Master Competency Frame Works

Learn about the New Evaluation Model

Be able to Prioritise Training, Show Training Costs and Calculate ROI

You might be interested in another Learning and Development programs as a next step.

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  • COURSE TYPE Practitioner
  • DURATION 5 days
  • COURSE ACCREDITED BY Local Certificate


This is a practical and busy fast track Mastering Training Needs Analysis & Training Evaluation training course, which will use case studies and appropriate clips to enhance the learning. Throughout the week, delegates will be able to work on real case studies to bring the methodologies to life.

By the end of this training seminar participants will be able to:

Identify and be able to use the 4-level model for doing Training Needs Analysis

Have practiced the techniques in a practical and understandable way

Master how competencies are constructed and know which ones are the best to harness to get good results

Use the new priority process to be able to prioritize all training requests in a logical way that is easy to understand

Master training evaluation using the 10-step model

Know which training is suitable for evaluation and which ones are not

Practice evaluating a series of training courses


Participants who fully attend this course and complete the test on the last day will receive a Strategic Axis Professional Certificate (SAPC). SAPC certificates are regionally recognized and can be quite valuable when applying for more senior roles within the organization or outside.



Module 1: New Approaches to Training Needs Analysis


Alternative Options to TNA

The Four-Quadrant Model of TNA – a New Way of Analysis

Use of a Training Schema to establish the complete training process and set the rules

Who is the Customer?

Quadrant One: Use of a Simple Coding System to Code the Different Types of Training

Corporate needs into Action – How much of the process is governed by TNA?

Module 2: Quadrant Two: Department Needs & Quadrant Three: Team Needs

Quadrant Two: Departments

The Specific Requirement Departments Have – relationship with yearly operating plans

The speed of Action from Identification to Action – On-going Monitoring – What is needed? Specific Analysis Tools

Creating Self-Empowered teams

Departments – Your Most Challenging Customer

Quadrant Three: TNA for groups – What are their individual needs?

Use of the Adair model to aid TNA

Module 3: Quadrant Four: Individual Needs Dealing with Priorities and Training Unit Costs

Quadrant Four: Individual needs

Ways to Train other than Attending a Training Course

How to Prioritise and the Quick System?

Understanding and Mastering Training – unique competencies

New Software Advances to Simplify and Reduce TNA error

Understanding Unit Costs and Budgets for Training – Essential for TNA and Evaluation

Module 4: Mastering the Evaluation Process

Validation vs. Evaluation – What is the difference?

Current Models Explained: Kirkpatrick, CIRO, IES and the 10-Step Process

Understanding the Process of Evaluation and its position in the Training Cycle Schema

How to Use the 10-Step Process to Produce Training Evaluation – each step explained

The Evaluation Formula

How do you decide what Training Needs in Evaluating? – use of the priority model

All Four Quadrants Reviewed

Module 5: Practical Examples of Evaluation – Your Chance to Master the Techniques

Accountability of Training Department to Guarantee and Produce Results

Why some people can’t learn? – fact, not fiction

Should all training be subject to Evaluation?

Back-at-Work Presentations

  • In The Classroom

  • Live, Online

  • Private Team Training

  • Indiviual Private Session

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