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Training Needs Analysis

Turn learning needs into action.

Training Needs Analysis (TNA) brings learning records, required training, feedback, and requests into one review. Decide what needs learning, clearer guidance, or another owner’s attention—then follow through in Salalem.

Book a demo See how it connects

Use each capability on its own. Connect more of your work through TNA as your practice develops.

A worked example

Does this need another course?

In this fictional example, complaint-handling training is nearly complete, yet people still ask for help. The evidence gives a reviewer a reason to investigate before assigning another course.

Fictional example

Needs review

Retail banking, third quarter

Evidence under review
Role

Relationship manager48 people

  • Customer due diligence

    P1
    Requirements met
    38%
    Training due in
    61 days
    Asked for it
    23
    Sources agreeDecision Train

  • Complaint handling

    P2
    Requirements met
    92%
    Training due in
    None
    Asked for it
    41
    Sources disagreeDecision Not a training problem

  • Digital onboarding tools

    P3
    Requirements met
    64%
    Training due in
    None
    Asked for it
    9
    Sources agreeDecision Awaiting decision
Completion, deadlines, and requests are evidence. They do not rate a person's proficiency.

  • Evidence you can inspect

    See the source and the people behind a signal. Check what it supports before deciding what to do.

  • A decision someone owns

    Record the response and its reason. AI can help draft a suggestion; a person makes the decision.

  • A record you can return to

    Follow the linked response and return to earlier decisions when reviewing later evidence. Completed training alone does not prove a business result.

The connected workflow

From evidence to a response you can explain.

TNA connects the work across Salalem: what you know, what deserves attention, what you decide, and how you respond.

  1. Evidence

    Bring together supported records and input, with their sources and audiences visible.

  2. Needs

    Review priorities, deadlines, and where the sources agree or disagree.

  3. Decisions

    A person chooses a response and records the reason behind it.

  4. Responses

    Connect learning, a knowledge fix, or an action owned outside L&D.

  5. Review

    Read later evidence alongside the earlier decision and decide what comes next.

A formal cycle gives a planning round a scope and a frozen report. Later reviews can revisit the reasoning without rewriting that record.

Connected evidence

Use more of what you already know.

Learning records answer one question. Feedback, deadlines, and requests add others. TNA gives your team the context to read them together.

  • What people have completed

    Role Readiness compares passed learning with your role requirements. Unmet requirements connected to learning create ongoing needs, with the affected headcount and completion evidence. Requirements without connected learning need setup first.

    Role Readiness · Courses · Assessments · External learning

    See how Role Readiness supplies evidence

  • What needs to be completed

    Bring required training, upcoming renewal dates, and expiring certifications into the same prioritization conversation.

    Role requirements · Compliance · Certifications

  • What people are looking for

    Look at learning requests and unanswered knowledge searches. Persistent demand can point to a need for clearer guidance as well as learning.

    Catalog requests · Knowledge gaps

  • What people are telling you

    Read manager priorities, learner input, and course evaluations alongside recorded activity. Anonymous responses remain aggregate and respect reporting thresholds.

    Manager input · Surveys · Evaluations

Sources contribute where access, mappings, and reporting thresholds allow. A missing reading is not evidence that there is no need.

Five possible decisions

Choose the response that fits.

Give every need a considered response, with a reason and a record of what happened next.

AI may help draft the reasoning. Your team records the decision and controls what is published or assigned.

  1. Train

    Build or extend a learning program, then review and publish it for the intended audience.

  2. Already covered

    Link the program that already addresses the need instead of creating duplicate learning.

  3. Defer

    Record why the need can wait, so it remains part of the next review.

  4. Knowledge fix

    Connect the need to a knowledge article or policy update and record the follow-through.

  5. Not a training problem

    Record that the response belongs outside training, name an owner, and track the action. Conflicting evidence prompts investigation; it does not diagnose the cause.

Adoption at your pace

Start with the work you need today.

Run a program, ask your team, or publish guidance independently. Bring that work into a needs review when useful. These starting points can coexist across teams; they are not levels to unlock.

  • Deliver what is already clear

    When the learning need is already clear, create or assign a program directly. TNA can provide the context for future planning.

    Explore learning journeys

  • Listen before you plan

    Collect priorities and feedback through surveys. Combine supported input with other evidence when deciding what deserves attention.

    Explore surveys

  • Make guidance easier to find

    Give people reliable guidance where they work. A knowledge response may address a need without another course.

    Explore workforce knowledge
See different ways to run L&D

Questions before you begin

Do we have to use TNA to use the other features?

No. Courses, programs, assessments, surveys, compliance, and knowledge management have standalone workflows. Use the capabilities you need, then connect more of your work through TNA. Feature access follows your plan and permissions.

Do we need a skills framework before we start?

No. Topic questionnaires and supported sources such as learning requests, knowledge gaps, and required training can support TNA without a skills framework. Role Readiness uses your own framework, role requirements, and connected learning. Source access and reporting thresholds still apply; we’ll confirm the inputs available for your organization.

Is needs analysis only an annual exercise?

No. Seven standing sources, including Role Readiness, can refresh ongoing needs without opening a formal cycle. Unmet connected role requirements create needs; later passes update the evidence while keeping human decisions and earlier cycle reports. You can refresh explicitly, with supported changes and a daily scan also updating the record. Formal cycles remain available for scoped reviews and questionnaires.

Can we import our existing spreadsheet of needs?

Direct need entry and spreadsheet import are planned future work. The current workflow starts from supported platform records and questionnaires. We’ll confirm the available sources when planning your demonstration.

Does AI decide what training to assign?

AI can draft a rationale and suggest a response. A person records the decision, reviews the content, and publishes learning through the normal workflow. Salalem does not produce employee proficiency ratings.

Start with a real learning question.

Bring a learning priority, a planning question, or a decision your team needs to make. We’ll walk through the relevant evidence, response, and follow-up for your organization.

Book a demo