What are they not doing? The important questions being answered by this analysis are who will receive the training and their level of existing knowledge on the subject, what is their learning style, and who will conduct the training.
This could be through a facilitated face-to-face workshop or sessioneLearning or blended learning i. However, it may not always be the best solution. The TNA uses task analysis to determine what has to be trained and what does not. This is an analysis of the job and the requirements for performing the work.
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This helps ensure that the training which is developed will include relevant links to the content of the job. What factors in the workplace hinder performance skills development or improvement? What are employees doing to meet those expectations?