# Training Needs Analysis (TNA) Framework for HR & L&D
> Explore a scalable 3-level Training Needs Analysis (TNA) framework to align organizational goals with individual employee development and capability building.

Tags: training-needs-analysis, hr-framework, learning-and-development, capability-building, employee-training, organizational-development
## Training Need Analysis (TNA) Framework
* Goal: Building role-based, scalable, and future-ready capabilities.

## Context & Business Need
* Identifies the gap between current and desired performance.
* Addresses role complexities and accountability at senior vs. junior levels.

## Core Design Principles
* 70–20–10 learning philosophy.
* Role-based and cadre-based learning.
* Performance-linked and cost-effective delivery.

## Overall TNA Approach: 3-Level Model
* **Level 1: Organizational TNA** — Business strategy and transformation priorities.
* **Level 2: Departmental TNA** — Led by HODs; focuses on department goals and priority skills.
* **Level 3: Individual TNA** — IDP-based; addresses individual role challenges and career aspirations.

## Employee Cadre Segmentation
* **Junior/Entry:** Task execution, accountability for self.
* **Executive:** Process delivery, accountability for tasks.
* **Manager:** People and process, accountability for team/function.
* **Leadership:** Vision and scale, enterprise-level accountability.

## Standardized Learning Delivery Model
* **Digital Learning:** Scalable, self-paced for mid-level roles.
* **Internal SME-led:** Organization-specific expertise.
* **On-the-Job:** Mentorship and live projects.
* **Behavioral & Leadership:** Cadre-based leadership journeys.

## Measuring Training Impact
* Participation and completion rates.
* Knowledge and skill improvement via assessments.
* Behavior change via manager feedback.
* KPI and performance enhancement.
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