Day 1: HR-Focused Training Needs Analysis (TNA)

Welcome and Overview

• Introduction
  • Outline the focus of the day: Conducting effective TNA tailored to HR
  • “What’s in a Need?”.
  • Objectives for the Day:
    • Understand traditional and data-driven TNA
    • Learn how to use HR data and competency mapping for HR

Review of Traditional TNA for HR Development

• Overview of Common TNA Techniques
• Comparing Traditional Methods
  • Participants discuss the effectiveness of traditional methods in their respective

Examples in Practice

• Case Study: Shaping HR Development Programs
  • Real-world examples
  • Group Discussion

Data-Driven TNA for HR Development

• Using HR Data for TNA
  • Leverage HR data like turnover rates, performance appraisals, and engagement surveys to identify gaps and challenges against the organisational

Interactive Session: Connecting Data to Needs

• Techniques for Data-Driven TNA
  • Tools and
  • Group Activity: Designing a Data-Driven

• Case Study: Insights from Data-Driven TNA
  • Explore a case where data-driven methods revealed hidden skill gaps and engagement

Competency Mapping for HR Roles

• Developing Competency Frameworks
  • Define key competencies for HR
  • Link competencies to organisational goals and training

• Applying Competency Mapping to Workforce Gaps
  • Align competencies with workforce requirements to close skill

• Case Study: Competency Mapping in Action
  • Analyse an example of an organisation using competency frameworks to develop HR

Practical Application: Conducting an HR-Specific TNA

• Group Activity: TNA

Recap and Q&A

• Recap of Day 1’s lessons
• Q&A

Day 2: Workforce Capability Assessment from an HR Lens

Welcome and Day 1 Recap

• Review of Day 1 Learnings
  • Highlight key takeaways: TNA methods and competency
• Overview and Objectives of Day 2
  • Focus on workforce capability assessment, skills gap analysis, and linking HR development to business outcomes.

Workforce Analytics for HR Competencies

• Assessing Workforce Capabilities with Analytics
  • Discuss using analytics to align HR capabilities with organisational
  • Metrics for assessing skills and capabilities in HR
• Practical Examples
  • Case Study: Workforce Analytics in

Skills Gap Analysis in HR Functions

• Critical Skills Gaps
  • Identify Focus
  • Prioritise gaps based on strategy and performance
• Tools for Conducting Skills Gap Analysis
  • Skills assessments, surveys, and performance data
  • Group Activity: Conducting a Skills Gap

Strategic TNA Integration for Long-Term Impact

• Embedding TNA into HR Practices
  • Future Trends in TNA
    • Discuss emerging trends like AI and predictive

Linking HR Capabilities to Business Outcomes

• Aligning HR Skill Development with Business Goals
  • Connect HR development to outcomes like retention, engagement, and productivity.
  • Examples of HR upskilling impacting organisational
• Measuring the Impact of HR Capabilities on Business Metrics
  • Study performance indicators to track HR training
  • Group Activity: Mapping Learning to Business

Group Activity: Workforce Capability Assessment.

• Trainer Feedback: Highlight areas of strength and

Program Wrap-Up

• Key Takeaways
  • Data-driven and traditional TNA
  • Competency mapping for HR
  • Linking HR learning to measurable business
  • Future Trends in TNA – AI and predictive analytics

Action Planning

• Participants outline steps to implement their learnings in their

Q&A and Closing Remarks

This program equips HR professionals with the knowledge and practical tools to conduct data-driven Training Needs Analysis (TNA), perform workforce capability assessments, and implement competency-based development strategies that align directly with business objectives and long-term organisational growth.