Hi,
I have to design a TNA questionnaire to identify the training needs for the "Departments" as my first assignment on my current job. We already have a TNA form for individual employees but we feel that assessing the needs at the departmental level will help us gain a bigger picture and save time.
Hence, can someone please guide me on how to prepare a TNA questionnaire for this purpose. The target audience will be the department heads only.
Regards
Nashia
From Pakistan, Karachi
I have to design a TNA questionnaire to identify the training needs for the "Departments" as my first assignment on my current job. We already have a TNA form for individual employees but we feel that assessing the needs at the departmental level will help us gain a bigger picture and save time.
Hence, can someone please guide me on how to prepare a TNA questionnaire for this purpose. The target audience will be the department heads only.
Regards
Nashia
From Pakistan, Karachi
1
Hi Nashia
Your format is quite comprehensive but I am not too sure if it will give you the inputs you are seeking. My suggestion is that based on the feedback you get from this formats, you must prepare a more detailed feedback form which will drill down the specifics of the issue to be addressed in training.
Example: You will definitely get a feedback that Communication is to be improved. Can you then drill it down as under (just my interpretations, you will have to do it from your organizational point of view)
Written Communication
- can it be standardized
- is it training on using the Internal email more effectively that is your priority
- is it training on basic English grammar and usage that is your immediate need
- is it training on drafting skills the area to focused upon
You can ask them to also rate the importance of the specific requirement and when you tabulate the results I am sure you can get the right inputs that your seeking.
As you are in HR you might also be interested in some Inspirational and Motivational material available on the following blogs:
www.actspot.wordpress.com - Daily Blog
www.poweract.blogspot.com - Weekly Blog
Trust my inputs help you in your quest to assess the right training needs and offer the most suitable training inputs.
Regards
Jacob
www.actspot.com - Website
From India, Mumbai
Your format is quite comprehensive but I am not too sure if it will give you the inputs you are seeking. My suggestion is that based on the feedback you get from this formats, you must prepare a more detailed feedback form which will drill down the specifics of the issue to be addressed in training.
Example: You will definitely get a feedback that Communication is to be improved. Can you then drill it down as under (just my interpretations, you will have to do it from your organizational point of view)
Written Communication
- can it be standardized
- is it training on using the Internal email more effectively that is your priority
- is it training on basic English grammar and usage that is your immediate need
- is it training on drafting skills the area to focused upon
You can ask them to also rate the importance of the specific requirement and when you tabulate the results I am sure you can get the right inputs that your seeking.
As you are in HR you might also be interested in some Inspirational and Motivational material available on the following blogs:
www.actspot.wordpress.com - Daily Blog
www.poweract.blogspot.com - Weekly Blog
Trust my inputs help you in your quest to assess the right training needs and offer the most suitable training inputs.
Regards
Jacob
www.actspot.com - Website
From India, Mumbai
Hello, May I know, what is the suitable time for TNI & TNA in any organization? Does both these functions go simultaneously? Regards, Shikha
From India, Pune
From India, Pune
I would suggest that you hold a meeting with each department and involve the HOD as well as employees that what do they think are the problem areas or they should identify areas of improvements. Your personal observation must be involved in the process. You should seek for the recommendation of the HOD. Apart from this, you can also use appraisal outcomes to highlight what training programs should be offered at a departmental level alond with the alignment of the organizational objectives.
From Pakistan, Islamabad
From Pakistan, Islamabad
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