How to Conduct Effective Training Needs Analysis

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In the Malaysian context, where retail and service industries play significant roles in the economy, the lack of a systematic TNA process could mean not keeping up with technological advancements and market demands, which in turn could hinder growth and sometimes even decrease staff morale.

Understanding Your Industry: First things first, we need to get a good grasp of what’s happening in our industry here in Malaysia. What skills are in demand? What’s changing? Keeping up with industry news and checking out what the successful companies are doing can give us some great insights. Search for Reputable Organization to Benchmark your goals, example: Malaysia Productivity Corporation, National Occupational Skills and Standards and so on. 

There are three levels of Training Need Analysis (TNA): 1) Organizational level, 2) Departmental level, & 3) Individual level. Organizational-level TNA assesses how training can support an organization’s overall strategic goals. Departmental-level TNA identifies department-specific training needs to enhance performance. Individual-level TNA pinpoints the training requirements of individual employees to help them excel in their roles and advance in their careers. Identifying TNA at these three levels is important in order to set training priority.


Rolling Up Our Sleeves: Conducting TNA

Your TNA needs to match the yearly business direction and align training programs with the strategic goals and objectives of the organization. It involves understanding the broader market trends, technological advancements, and competitive dynamics within Malaysia. You need to focus on skills that support in creating unique positioning for your organization, such as Omnichannel or New Retail Training, Strategy Planning and Execution Training. You can also download a full talent development pathway and training plan by Human Resource Development Corporation (HRD Corp), Malaysia Retail Association (MRA), Malaysia Franchise Association (MFA) and Bumiputera Retail Organisation (BRO) in this link

Setting Priorities: Not all skills are created equal. We need to decide which ones are most important for our business right now, and which ones can wait a little bit. This is where our clear goals come in handy – they help us stay focused on what matters most.


Table: Prioritizing Training Needs


Skill Number of Employees Needing Training Importance to Business Goals Priority
Skill A 15 High Top
Skill B 20 Medium Medium
Skill C 10 Low Low

Making It Happen: Implementation

Next, HR professionals can explore various training delivery options—weighing the cost-effectiveness and suitability of in-house versus external programs to meet specific training needs. Once decided, they should create a practical action plan detailing the rollout schedule, leaders, and necessary resources, ensuring alignment with the TNA outcomes. The implementation should be closely tracked and monitored, with regular feedback from employees to gauge the effectiveness of the training and to identify areas for skill improvement. This feedback loop is essential for making adjustments and fostering an environment of continuous improvement. The goal is to keep refining the TNA process, leveraging insights from each iteration to enhance team performance and contribute to the organization’s growth.

And finally, the key to a great TNA? Never stop improving. Use what you learn this time to make your next TNA even better. It’s all about continuous improvement – for our team, and for our vision.


And there you have it – a practical, straightforward guide to Training Needs Analysis in Malaysia. By following these steps, you’ll ensure your team has the skills they need to thrive, both now and in the future. So, let’s get started – your future-ready team awaits


Written by Nik Nur Azizah

SHRA Corporate Trainer

Nik is a trainer from SH Retail Academy. Her working background focuses mainly on coaching and advising people to focus on team goals and identifying team strengths. Her passion in training and learning led her to join the SHRA team as Corporate Trainer for their mission in helping people learn, progress, and use knowledge that fits retail industry needs.

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