Training Needs Analysis (TNA) Training Malaysia — HRDF Claimable
Training Needs Analysis (TNA) Training in Malaysia provides HR managers, L&D professionals and training coordinators with systematic methods to identify competency gaps, prioritise training interventions and align learning programmes with organisational strategy and HRD Corp requirements. Participants learn how to conduct organisational, occupational and individual needs assessments using surveys, interviews, performance data and competency frameworks.
Quick Answer: Training Needs Analysis (TNA) Training Malaysia
What is it: Training on conducting systematic Training Needs Analysis at organisational, task, and individual levels to design effective training plans
Who is it for: HR managers, L&D professionals, training coordinators, and HRD Corp compliance officers
Typical cost: RM1,200–RM3,000 per day
What You'll Learn
- Design and conduct structured TNA processes aligned with HRD Corp training plan requirements
- Use multiple data collection methods — surveys, interviews, performance reviews — to accurately identify training gaps
- Prioritise training investments by linking identified needs to business objectives and performance outcomes
- Build a credible annual training plan that justifies budget allocation and satisfies HRD Corp audit requirements
- Evaluate training effectiveness through pre- and post-training assessments linked to TNA findings
Who Should Attend
HR managers, L&D managers, training coordinators, HR business partners, talent development professionals and HRD Corp training administrators in Malaysian organisations across all industries.
Full Curriculum: What This Training Covers
That's the outcome — here's exactly how we get you there, module by module. A typical programme is organised into these modules; content is tailored to your team, roles, and industry.
1.Role of Training & TNA in the Organisation
How the HR/L&D function drives business results through training, and where Training Needs Analysis sits within the overall training cycle (plan, design, deliver, evaluate) before any programme is commissioned.
2.Linking Training Needs to Business Strategy
Distinguishing genuine training needs from other performance or development goals, and confirming scope by tying identified gaps to organisational KPIs, output, cost, quality and other business benefits before recommending training.
3.The 3 Levels of TNA: Organisational, Job & Individual Analysis
Applying a structured TNA framework across the three levels — organisational (mission/strategy alignment), job/task analysis (defining and decomposing job tasks, identifying good vs weak task design), and individual analysis (identifying knowledge, skill and attitude gaps against required competencies).
4.Data Collection Methods & Tools for TNA
Selecting and applying appropriate data-gathering methods for a TNA exercise — surveys, interviews, focus groups and performance/competency reviews — and choosing the right tool based on the audience, timeframe and objective of the analysis.
5.Producing the TNA Report & Annual Training Plan (ATP)
Compiling TNA findings into a clear report that documents performance gaps and training priorities, then translating that into a costed Annual Training Plan, training calendar, budget and training policy recommendations for management sign-off.
6.Developing Job Competencies from TNA Findings
Converting identified gaps into defined job competency requirements and learning objectives, so recommended training interventions map directly to the specific KSA (knowledge, skills, attitude) gaps uncovered during analysis.
7.Evaluating Training Effectiveness (Kirkpatrick Model)
Applying an established evaluation model (e.g. Kirkpatrick's levels) to measure participant reaction, learning, on-the-job behaviour change and business results, closing the loop back into the next TNA cycle.
8.Implementation & Continuous Improvement of the ATP
Rolling out the Annual Training Plan, monitoring implementation against the training calendar and budget, and using evaluation data to refine future TNA cycles and training strategy — the recurring, cyclical nature of TNA within HRD Corp-aligned L&D practice.
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Frequently Asked Questions About Training Needs Analysis (TNA) Training Malaysia
TNA typically involves three levels of analysis: organisational analysis (aligning training to business strategy), occupational or task analysis (identifying job-specific competency requirements) and individual analysis (identifying specific employee performance gaps against required competencies).
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Ringkasan dalam Bahasa Melayu
Latihan Analisis Keperluan Latihan (TNA) di Malaysia menyediakan profesional HR dan L&D dengan kaedah sistematik untuk mengenal pasti jurang kompetensi, mengutamakan intervensi latihan dan menyelaraskan program pembelajaran dengan strategi organisasi dan keperluan HRD Corp. Peserta akan belajar cara menjalankan penilaian keperluan di peringkat organisasi, pekerjaan dan individu menggunakan tinjauan, temu bual dan data prestasi. Di Malaysia, TNA yang berkesan adalah penting untuk memaksimumkan pulangan pelaburan levi HRD Corp dan memastikan program latihan menangani keperluan prestasi perniagaan yang sebenar. Latihan ini dilengkapi dengan alat dan templat TNA yang praktikal yang boleh terus diguna pakai dalam organisasi Malaysia. Latihan ini layak dituntut di bawah skim HRD Corp bagi majikan yang membayar levi.
Last Verified: March 2026