Learning and Development

Training Needs Analysis Report
Task
Conduct a training needs analysis (TNA) in Australian petroleum company, Ampol Australia (aka Caltex
Australia), to identify a training gap with a focus on how it uses technology in the development of
employees. The purpose of this assessment is to demonstrate your understanding of the training needs
analysis (TNA) process to identify a training gap that is aligned with the strategic objectives of the
organisation.
Learning outcomes
• Demonstrate advanced understanding of organisational learning and development and its
application in practice.
• Demonstrate advanced understanding of human resource metrics and its application to
organisational learning and development.
Procedures
Provide a brief description of the organisation and discuss its strategy for learning. Be sure to provide
enough detail in your description to set up the description of the training gap which follows.
Conduct a training needs analysis (TNA) of the organisation in order to identify a training gap that you
could plan to address for a Learning Program Design Report.
For this assessment, you are to address only the first four (4) steps from the TNA process in order to
clearly identify the training gap between the current and ideal states so that the gap is clear to the
reader.
The Training Needs Analysis (TNA) process often involves seven steps – although variations of these are
apparent in the literature. TNA can also be referred to as a Human Resource Development Needs
Investigation (HRDNI), see supplementary reading below.
For the purposes of this assessment, the four relevant steps are listed below:
1. Identify the expected performance or strategic change;
2. Investigate a need for training;
3. Investigate the Gap;
4. Identify the training specifications;
Supplementary Reading
The following reading explains different individual differences of adult learners, their developmental
needs and the benefits of diversity to an organisation.
Chapter 4 Individual Differences in Adult Learners pp. 93-123 in Delahaye, B & Choy, S 2018, Human
resource development: learning for innovation and productivity, 5th edn, Mirabel Publishing, Australia.
Requirements
The required word length for this assessment is 2,200 words (plus 10% tolerance).
Acknowledge the sources of facts appropriately. Use a minimum of four (4) references. Adopt the
author-date style of referencing.
All references must be from credible sources such as recent academic articles, books, industry-related
journals, magazines and company documents.
Utilise the suggested structure below:
– Cover page
– Executive summary (approximately 150 words)
– Table of contents
– Introduction (approximately 200 words)
– Paragraph 1 – Organisation description
– Paragraph 2 – Step 1
– Paragraph 3 – Step 2
– Paragraph 4 – Step 3
– Paragraph 5 – Step 4
– Conclusion (approximately 200 words)
On a new page: Reference list (you must reference a minimum of four (4) sources). Not included in word
limit.
Grading criteria and feedback
Assessment will be marked according to the following grading criteria:
Explanation of organisation and learning strategy – 20%
Demonstrated training needs analysis skills, identification of training gap and critical thinking – 30%
Demonstrated ability to apply relevant theories and concepts – 30%
Citing and referencing including paraphrasing – 10%
Structure, presentation, communication style and language – 10%