# TNA Framework: Strategic Training Need Analysis for Teams
> Master the Strategic Training Need Analysis (TNA) framework. Learn role-based capability building, the 70-20-10 model, and how to drive ROI in HR & L&D.

Tags: training-need-analysis, tna-framework, hr-strategy, learning-and-development, leadership-capability, corporate-training, idp, talent-management
## TNA Framework: Building Future-Ready Capability
* A structured approach to prioritize training based on business complexity, scalability, and HOD demands.

## Strategic Objectives
* Aligning training with departmental goals.
* Identifying role-based and cadre-based capability gaps.
* Enabling individual growth through Individual Development Plans (IDPs).

## The 3-Level TNA Model
1. **Organizational Level:** Focus on business strategy and transformation.
2. **Departmental Level:** Head of Department (HOD) led identification of critical skill gaps.
3. **Individual Level:** Focus on role challenges and personal aspirations.

## Strategy by Employee Cadre
* **Junior:** Task execution and self-accountability.
* **Executive:** Process delivery and team accountability.
* **Managerial:** Managing people and functional outputs.
* **Leadership:** Strategy execution and enterprise scale.

## Learning Delivery Model (70-20-10)
* **40% On-the-Job (OJT):** Projects and rotations.
* **30% Digital:** Self-paced learning (LMS/Udemy).
* **20% SME-Led:** Internal subject matter expertise.
* **10% Labs:** Leadership and behavioral workshops.

## Train-the-Trainer (TTT) Model
* Using internal SMEs to optimize costs and ensure business-specific context for learning interventions.

## Measuring ROI
* Target metrics include technical skills (from 62 to 85 avg), process knowledge (58 to 88), and leadership index (65 to 82).
* Success is measured via knowledge assessments, manager feedback on behavior change, and KPI movement.
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