Training need analysis is a process of gathering and interpreting data for identifying performance problems and suggesting solutions. The challenge is to obtain complete and accurate data. This amounts to answering who, what, when, where and why. But carrying out a accurate Training Needs Analysis exercise is almost impossible in real world situations, training professionals have always been asking a easier objective way of conducting TNA. The competency movement arrived as a relief for all those poor individuals who were praying a better way of doing things. Since then Competency studies have become synonymous with training needs analysis exercise. Competency studies provide high level data about the

work expected of target group members whose training needs are being identified. In that sense, competency studies fill the useful role of focusing training needs identification on employee performance. They also tend to take the high ground and as a result, identify training needs from a cross-functional perspective, thus providing direction for employer-wide generic training.

Competency studies can be developed from a few focus group meetings; therefore, they are economical to conduct. Most important, competency studies help to forge a consensus about skill levels of competent workers. Competency studies should be in every training department’s tool chest.

The best thing about the competencies is it provides a common language to code all your HR Interventions. Hence, your applications like Training Needs Analysis, Succession Planning, Career Pathing all share the same data.

Having said that handling all the data generated out of competency exercise and putting the data together to arrive at some sensible decisions is not that easy. That’s where HRDPower™ jumps in to your help. Even though the goal of this article is to concentrate on TNA, you can apply step 1 to step 5 for all other interventions, and vary the final steps.