Human Resources & L&D

Training Needs Analysis for Malaysian SMEs

Help HR teams and managers identify the performance gap, test whether training is the right intervention and turn evidence into a focused development plan.

Discuss your TNA needs

In brief

Training Needs Analysis is the structured process of comparing required performance with current capability, identifying likely causes and deciding whether training can close the gap. This workshop helps participants collect useful evidence at organisational, role and individual levels before recommending a course.

Audience
HR, L&D, managers and SME leaders
Output
A practical analysis and action plan
Format
In-house workshop
Location
Malaysia nationwide

Questions participants learn to ask

  • What performance is required?
  • What is happening now, and what evidence supports that view?
  • Is the cause knowledge, skill, motivation, process, resources or management?
  • Who needs development, and what would success look like?

Practical outcomes

  • Define a performance gap without assuming the solution.
  • Select appropriate interviews, observation or data.
  • Separate training needs from non-training causes.
  • Prioritise needs and write outcome-focused recommendations.
When training may not be the answerA process defect, unclear role, unsuitable tool, workload problem or missing management decision will not be solved simply by sending people to a course.

Representative modules

  • Organisational, task and individual analysis
  • Stakeholders and business context
  • Evidence collection methods
  • Cause analysis
  • Prioritisation and feasibility
  • Learning outcomes, plan and evaluation measures

Customisation

Participants can work on an approved real capability issue from their organisation. For smaller teams, the workshop can focus on a compact SME-ready process that does not require a complex HR system.

Use the Corporate Training Needs Diagnostic before the workshop.

Is TNA only for HR?

No. Managers and subject-matter leaders provide essential evidence about required and current performance.

Can an SME conduct TNA without specialist software?

Yes. A proportionate process can use structured interviews, observation, performance data and a documented prioritisation method.

Will the workshop produce a training calendar?

It can support a prioritised plan, but dates and budget depend on the organisation’s decisions and available resources.

Last reviewed: 11 September 2026Reviewed by Dr Harjit S. Sidhu, Principal Consultant

Diagnose before you prescribe training

Bring a real capability question and build a practical evidence-led response.

Request a TNA workshop