This term fits / Skills & readinessMeasurement
Training Needs Analysis (TNA)
Definition
A systematic process for identifying the gap between current and required performance levels and determining whether training is the appropriate solution. TNA examines organizational, task, and individual factors to define learning objectives and design targeted interventions.
Where it fits in the SDI system
Define the skills, leadership, practice, information, and specialist support people need to perform, not merely complete learning activity.
SDI practitioner lens
From definition to decision
A TNA protects the organization from training problems that training cannot solve. It should locate the performance gap, identify its causes, and determine which combination of skill, process, tool, role, communication, or leadership intervention is appropriate.
01 / Decision it should inform
Run a TNA before committing production budget when the requested training is based on a symptom, stakeholder preference, or compliance habit rather than diagnosed performance evidence.
02 / What to watch for
Asking employees what courses they want measures preference. It does not establish the business gap, root cause, or required behavior.
Related ideas, client examples, and next steps
Move from a skill need to readiness people can demonstrate.
Continue with the ideas, evidence, and SDI support that are directly relevant to this page. When a link does not add useful context, it is intentionally left out.
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See how SDI turns what the work reveals into practical choices about roles, capability, learning, leadership, and the conditions people need to perform.
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Turn the term into a decision
What would “Training Needs Analysis (TNA)” change in your organization?
Clara can translate the definition into ownership, evidence, and the next question worth asking without treating the term as a solution.