1. What is the purpose of a TNA? Is it always necessary? What is the difference between proactive and reactive TNA? When is proactive better?2. What are competencies and why are they popular in training departments? How are competency models related to job analysis?3. To obtain person analysis data, why not just use the performance appraisal completed by the supervisor? How can you obtain the best information possible if performance appraisal must be used? How do self-ratings fit into this approach?
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Management: TNA
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The Purpose of TNA
There is often a gap in the expected and actual levels of performances. To bridge the gap in the performance, the training needs assessment (TNA) is conducted to identify the employees that need training and the kind of training to be offered. The main purpose of training needs assessment is to identify the employees who need training and the type of training they need (DeSimone, Werner, DeSimone, & L, 2008). The main reason for conducting TNA is to eliminate the chances of offering training to those who do not need, since it is costly and counterproductive. Training needs assessments (TNA) can be classified as reactive or proactive. A reactive TNA is used when the problem is obvious, thus necessitating the need for training to correct the specific problem. In contrast, proactive TNA is used when the workforce weaknesses are not known, thus helping to indicate where training is
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