Training Needs Analysis

What is a Training Needs Analysis?

A Training Needs Analysis (TNA) is a structured diagnostic process that answers one fundamental question: do people underperform because they lack knowledge and skill, or is something else getting in the way?

The answer matters enormously. Studies consistently show that fewer than 20% of performance problems are solved by training alone. The rest stem from unclear expectations, poor processes, missing tools, inadequate feedback, or motivation issues — none of which a course can fix.

Sodema's TNA service gives your L&D and HR leaders the evidence they need to make confident, defensible decisions about where to invest — and what to leave alone.

Signs you need a TNA first

Your stakeholders are asking for a course without describing a measurable business problem.
The same training topic keeps resurfacing year after year without improvement in performance.
Employees completed training but behaviour hasn't changed on the job.
You're about to commission a large eLearning build and want to validate the scope.
A new regulatory requirement is coming and you need to know the actual compliance gap.
Onboarding takes too long and new hires still feel underprepared at 90 days.
You've inherited an LMS full of content but no data on what's actually working.

What we investigate

A Sodema TNA covers three interconnected layers:

1

Organisational context

What business goal is at stake? What does success look like in 6 and 12 months? Which stakeholders define "good performance" and how do they measure it? This layer ensures any recommendation is tied to something your executive sponsors care about.

2

Performance gap analysis

Where is current performance falling short of the desired standard? We map the gap precisely — not just "sales are down" but "reps fail to ask discovery questions in the first three minutes of a call." Specificity is what makes a recommendation actionable.

3

Root cause analysis

Is the gap caused by missing knowledge/skill, or by something environmental — unclear expectations, lack of feedback, broken tools, or misaligned incentives? We use Gilbert's Behaviour Engineering Model and Mager & Pipe's performance analysis framework to distinguish between training and non-training solutions.

How we work

1

Discovery call (free)

30 minutes to understand the presenting problem, key stakeholders, timeline, and any existing data you already have. We'll be honest if TNA isn't the right starting point.

2

Scoped proposal

We present a fixed-scope engagement — clear deliverables, timeline, and investment. Typically 2–6 weeks depending on organisational complexity. NDA available before this stage if required.

3

Data collection

We conduct structured interviews with a representative sample of performers, managers, and SMEs using our evidence-based interview frameworks. We also review any existing performance data, LMS records, and job specifications you can share.

4

Analysis

We synthesise findings across the three layers, identify the highest-leverage intervention points, and separate training needs from non-training needs — each with an evidence chain your sponsors can examine.

5

Recommendations report and handover

A clear, executive-ready report with a prioritised recommendation list, a rationale for each recommendation, an outline for any learning solutions recommended, and suggested success measures. We walk you through it in a presentation call.

Deliverables

Performance gap map — current vs desired behaviour at task level
Root cause analysis summary with evidence citations
Training vs non-training recommendation matrix
Prioritised intervention list (ranked by impact and effort)
High-level learning solution briefs (scope, audience, modality, duration)
Kirkpatrick Level 3 & 4 measurement indicators for each recommended intervention
Executive summary (1–2 pages) suitable for steering committee presentation

Who this is for

L&D Managers

HR Directors

CLOs & VPs L&D

Operations Managers

Compliance Officers

Project Sponsors

Business outcomes

Stop wasting budget on training that addresses the wrong problem
Gain executive buy-in with evidence-backed recommendations instead of assumptions
Reduce time-to-competency by targeting only the genuine skill gaps
Identify non-training fixes (process, tools, feedback) that are faster and cheaper
Build a defensible business case for your L&D investment with ROI indicators
Enter any subsequent eLearning or ILT development with a clear, agreed scope

Try these free tools first

These tools from our public library reflect the same frameworks we use in our TNA engagements — use them to explore the methodology or prep for a discovery call.

Frequently asked questions

For a focused problem in a single team (10–30 people), typically 2–3 weeks. For a cross-functional or multi-site engagement, 4–6 weeks is more realistic. We scope precisely at proposal stage so there are no surprises.

That is a successful TNA outcome. You'll have saved your organisation from investing in a solution that wouldn't have worked. We'll document the actual root causes and recommend the appropriate interventions — whether that's process redesign, clearer job aids, better feedback systems, or management coaching.

A skills gap analysis maps current vs required competencies — it assumes the gap is a knowledge/skill problem. A TNA goes further: it investigates whether the gap is real, why it exists, and whether training is the right lever. A learning audit reviews existing training content and infrastructure. A TNA is the upstream diagnostic that should precede both.

Yes. All interviews are conducted via video call. We work with organisations across the GCC, Europe, and globally. On-site engagements are available for clients in Bahrain and the wider region.

Absolutely. NDAs and MSAs are available before any data sharing. Just mention it when you book the discovery call and we'll prepare the paperwork in advance.