This form is designed to systematically identify the training needs of individuals or teams within the Human Resources (HR) and Recruitment functions. It aims to bridge the gap between current competencies and required skills for optimal performance and strategic alignment.
Name of Employee/Team
Current Role/Job Title
HR Function Area
Date of Analysis
Reviewer/Manager Name
Reason for TNA
Please rate the current competency level (1=Very Poor, 5=Excellent) for the following core areas and indicate if training is required (Yes/No).
Competency Area | Current Level (1-5) | Training Required | Specific Topic/Need Identified | ||
|---|---|---|---|---|---|
A | B | C | D | ||
1 | HR Policy & Procedure Interpretation | ||||
2 | Employee Relations (Discipline, Grievance, Conflict Resolution) | ||||
3 | Workforce Data Analysis & Reporting | ||||
4 | HR Technology/System Proficiency (e.g., HRIS, ATS) | ||||
5 | Ethical & Confidentiality Practices |
Please rate the current competency level (1=Very Poor, 5=Excellent) for the following core areas and indicate if training is required (Yes/No).
Competency Area | Current Level (1-5) | Training Required | Specific Topic/Need Identified | ||
|---|---|---|---|---|---|
A | B | C | D | ||
1 | Sourcing Strategies (Active & Passive Candidates) | ||||
2 | Candidate Interviewing & Assessment Techniques | ||||
3 | Employer Branding & Candidate Experience Management | ||||
4 | Compensation Negotiation & Offer Management | ||||
5 | Recruitment Analytics (Time-to-Hire, Cost-per-Hire, etc.) |
Please rate the current competency level (1=Very Poor, 5=Excellent) for the following core areas and indicate if training is required (Yes/No).
Competency Area | Current Level (1-5) | Training Required | Specific Topic/Need Identified | ||
|---|---|---|---|---|---|
A | B | C | D | ||
1 | Strategic Workforce Planning | ||||
2 | Change Management & Organizational Development | ||||
3 | Stakeholder Management & Consulting Skills | ||||
4 | Coaching & Mentoring Skills (for Managers/Peers) |
What new responsibilities or projects are anticipated for this employee/team in the next 12 months that require new skills? (e.g., Implementing a new HRIS, expanding to a new functional area, leading a diversity initiative)
What are the top 3 critical skill or knowledge gaps identified that are currently hindering high performance?
What is the anticipated business impact if these training needs are not addressed? (e.g., Increased turnover, poor hiring quality, legal risk, delays in projects)
Proposed Training Need (Specify Topic) | Priority (1=High, 2=Medium, 3=Low) | Suggested Training Format (e.g., Classroom, E-Learning, Coaching, On-the-Job) | Estimated Timeline | Success Metric (How will we know it worked?) | ||
|---|---|---|---|---|---|---|
A | B | C | D | E | ||
1 | ||||||
2 | ||||||
3 |
Additional Notes or Constraints (Budget, Time Availability, Specific Vendor preference, etc.):
Employee/Team Representative Signature
Reviewer/Manager Signature
L&D/HR Approver Signature
Form Template Insights
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This TNA form is a comprehensive tool designed not just to list training topics, but to strategically connect training investment to business outcomes in the Human Resources and Recruitment domains.
This section provides the essential context needed to validate the training request and understand its scale and relevance.
This section is the core of the analysis, moving from general observation to quantifiable skill gaps. The structure focuses on three distinct, high-impact areas critical to modern HR:
This covers the foundational, often risk-mitigation skills. A low score here indicates potential exposure to legal issues, ethical breaches, or inefficient policy execution.
This focuses on revenue-impacting and growth-enabling skills. These are skills that directly affect the quality and speed of hiring.
These are the skills that elevate HR from an administrative function to a strategic business partner. They are essential for senior roles or those managing organizational change.
The Current Level (1-5) rating forces the reviewer to assign a numerical baseline, making future post-training evaluation easier.
This is the forward-looking part of the TNA, linking training to the organization's future needs.
This section translates the identified need into a clear, actionable plan.
This ensures accountability and commitment from all parties. The signatures formalize the agreement:
Mandatory Questions Recommendation
Please remove this mandatory questions recommendation before publishing.
While every field on the form serves a purpose, the following questions are arguably the most mandatory because they are essential for justifying, designing, and evaluating the training investment.
Mandatory Question | Section | Why It Is Mandatory (The Rationale) | ||
|---|---|---|---|---|
A | B | C | ||
1 | Current Level (1-5) & Training Required (Yes/No) for Competency Areas | Section 2 | Diagnosis & Baseline: This is the core data. Without a numerical rating (baseline) and a clear 'Yes/No' (diagnosis), you cannot quantify the gap or determine if training is necessary. It prevents training for skills already mastered and allows for post-training comparison to measure improvement. | |
2 | Top 3 Critical Skill or Knowledge Gaps Identified | Section 3 | Focus & Prioritization: This question forces the reviewer to cut through minor issues and isolate the most significant performance blockers. Training resources (time and budget) are limited, so you must focus on the needs that will yield the greatest return on investment (ROI). | |
3 | What is the anticipated business impact if these training needs are not addressed? | Section 3 | Justification & Risk Assessment: This frames the training as a solution to a business problem, not just an HR activity. It justifies the expense by comparing the cost of training with the often higher cost of inaction (e.g., increased legal fees, high turnover, poor hiring quality). | |
4 | Proposed Training Need (Specify Topic) | Section 4 | Solution Definition: This converts the identified 'gap' (the problem) into an actionable 'topic' (the solution). It ensures the training is specific and relevant, rather than a generic course, maximizing effectiveness. | |
5 | Success Metric (How will we know it worked?) | Section 4 | Evaluation & Accountability: This is the most crucial step for demonstrating ROI. Training is ineffective if its success cannot be measured. This defines what specific, measurable change (e.g., $X\%$ improvement in time-to-hire) will be achieved, creating accountability for both the trainee and the training provider. | |
6 | Employee/Manager Sign-Off | Section 5 | Commitment & Accountability: The signatures formalize the agreement. The Employee commits to the development, and the Manager commits to supporting the learning and providing necessary resources. Without joint sign-off, training often fails to translate into on-the-job change. |
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