What is the differences between models and approaches of TNA-Training needs analysis?
There are two approaches (proactive and reactive) to training need analysis (TNA): Deficiency approach or reactive TNA The focus of training needs analysis is job performance. If people lack the knowledge or skills necessary to perform successfully the various tasks which comprise their jobs we have identified a training need. If another factor is hindering performance, such as faulty equipment or low morale, we have identified another type of need. We concentrate on job performance because it is observable and because it synchronizes with the behaviorist model of learning which figures so prominently in most thinking about training. Proactive TNA The proactive TNA focuses on future human resource requirements. The HR function needs to be involved in the development of a strategic plan (SWOT analysis). From the resulting unit objectives, HR must develop unit strategies and tactics to be sure the organisation has employees with the required KSAs (Knowledge, Skills and Abilities) in each
