A company would determine what to add into their Training Needs Analysis (TNA) by following a structured process to identify skill gaps and learning opportunities within the organization. Here’s a general approach they might take:

1. Assess Top Management Policy Goals and Objectives: The TNA should be aligned with the company’s overall strategy and goals. By understanding the direction the business is heading, and the internal needs to meet those requirements, they can ensure that training efforts support these goals.
2. Conduct a Skills Audit: This involves evaluating the current skills and competencies of employees across departments. Managers, or even staff, might be asked to rate their teams’ abilities and identify areas for improvement.
3. Gather Feedback from Employees: Direct input from staff can help identify their perceived training needs. This could be done through surveys, interviews, or focus groups.
4. Evaluate Job Performance: Reviewing individual and team performance helps pinpoint specific weaknesses. Performance reviews, key performance indicators (KPIs), and productivity data are often used to identify gaps.
5. Review Organizational Challenges: If there are particular operational challenges (e.g., changes in technology, market shifts, or regulatory requirements), training should be designed to help employees address those challenges.
6. Examine Industry Trends: The company should consider any emerging trends in the industry, such as new technologies or shifts in regulations, that may require upskilling employees.
7. Identify Legal and Compliance Needs: In some industries, there are mandatory training programs that employees must complete, like safety or compliance training, which should be included in the TNA.
8. Analyze Training Effectiveness: Review any previous training programs and their outcomes. If past training efforts didn’t result in the expected improvements, the analysis can help understand why and inform what needs to change.
9. Consult with Stakeholders: Involving leadership, department heads, and subject-matter experts (SMEs) in the process helps to ensure the training is aligned with both employee needs and organizational objectives.

By systematically looking at these elements, the company can create a comprehensive TNA that ensures they are investing in training that will make a real impact on employee performance and the company’s success.