I have been tasked with overseeing a ‘Training Needs and Analysis’ [TNA] for departments who have just been exposed to a software upgrade. I would be interested to hear from IT Professionals who have recently had to conduct a TNA and what experiences they have had (good or bad).
One way I thought about doing this was to by face-to-face interviews with managers to find out the following:
1. How is your part of the organisation doing?
2. What are your objectives for this?
3. What is going well?
4. What are the difficulties?
5. What is causing the difficulties?
6. What do you need to do to make things better?
7. What do you need to learn to do it?
8. How do you want to learn it?
What do your people need to learn?
9. What next?
Does anyone agree with me that this is the best way to start the ball rolling? I decided upon this method even though it challenges the training function, in order to build trust and develop team benefits.
The alternative is to take a purely questionnaire based approach but I find these less reliable as they only allow one-way communication.
I would welcome any comments or feedback especially any concrete examples, further reading resources. Many thanks for your help in advance.