Training Needs Analysis Flashcards
7 cards from real CTP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Training Needs Analysis flashcards as text
A TNA report should prioritize training needs using which primary criterion?
Answer: Alignment with organizational strategic goals and magnitude of performance gap
Prioritization should be based on strategic alignment and the size of the performance gap, ensuring the most business-critical needs are addressed first.
Which of the following best describes a 'learning objective' that results from a TNA?
Answer: A measurable statement of what learners will be able to do after training
Learning objectives are measurable, performance-based statements specifying what learners will demonstrate after completing the training, bridging the gap identified in TNA.
When using surveys in a TNA, Likert-scale questions are preferred over open-ended questions primarily because they:
Answer: Are easier to quantify and compare across a large respondent pool
Likert scales produce ordinal data that can be statistically analyzed and compared across large groups, making patterns and priority gaps easier to identify.
An organization is expanding into a new market and wants to assess what new skills the sales team will need. This is an example of:
Answer: Proactive TNA driven by an anticipated future need
Proactive TNA anticipates future skill requirements based on strategic changes such as market expansion, before a performance gap actually occurs.
What is the primary purpose of benchmarking during a TNA?
Answer: To identify performance standards by comparing against best-in-class organizations or internal top performers
Benchmarking establishes what excellent performance looks like by comparing against high performers, setting a meaningful target for the desired performance standard.
During a TNA, a practitioner finds that employees know how to perform a task correctly but choose not to. This indicates:
Answer: A motivation or consequence gap requiring a non-training intervention
When employees can perform correctly but don't, the issue lies in motivation, incentives, or consequences — not knowledge or skill — so training will not fix it.
Which term describes the process of breaking a complex job into its component tasks and subtasks during a TNA?
Answer: Job analysis
Job analysis systematically breaks down a job into its tasks, duties, and responsibilities, identifying the knowledge and skills required for each component.