# Training Needs Analysis Template: Free TNA Format with Examples

> Free training needs analysis (TNA) template with a worked example: the columns to use, how to fill it in role by role, and a CSV download for Excel or Sheets.

- Source: https://bodhih.com/training-needs-analysis-template/
- Publisher: Bodhih Training (Bengaluru, India; since 2008)
- Last updated: 2026-10-24
- Contact: solutions@bodhih.com · +91 99000 11601

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A training needs analysis (TNA) template is a worksheet that compares the skills each role needs with the skills people have today, records the evidence for every gap, and decides whether training is the right fix. Bodhih's free template has 15 columns and three worked examples, and downloads as a CSV for Excel or Google Sheets.

A training needs analysis (TNA) template is a worksheet that compares the skills each role needs with current skills, records evidence for every gap and decides whether training is the right fix. Bodhih's free template has 15 columns, from business goal and gap to measure and owner, with three worked examples, as a CSV download.

**[Download the training needs analysis template (CSV)](https://bodhih.com/templates/training-needs-analysis-template.csv)**. No sign-up needed.

## What is a training needs analysis?

A [training needs analysis](https://bodhih.com/training-needs-analysis-workshop/) is the step before any training is designed. It finds the gap between the performance a business needs and the performance it gets, then works out which part of that gap is caused by missing skills. It works at three levels: the organisation (which goals are at risk), the role or team (which competencies matter) and the individual (who needs what).

## What columns does a TNA template need?

| Column | What to write |
| --- | --- |
| Role / team and number of people | The group you are analysing |
| Business goal this role must deliver | The outcome the gap puts at risk |
| Competency needed | One specific skill, for example "needs-based questioning", not "[sales skills](https://bodhih.com/professional-sales-skills-training-in-india/)" |
| Current level and required level (1–5) | Your best evidence-based rating |
| Gap | Required minus current |
| Evidence of the gap | Data, call audits, customer feedback, assessment scores, manager observation |
| Is training the right fix? | Yes, partly or no (and if no: process, tools or hiring) |
| Priority | High, medium or low, based on business impact |
| Suggested intervention, format | Workshop, coaching, [e-learning](https://bodhih.com/e-learning-content-development/), job aid, on-the-job practice |
| How we will measure change | The number you will check 60 to 90 days later |
| Owner and target date | Who is accountable and by when |

## How do I fill in the TNA template?

1. **Pick the roles that matter most this year.** Start with roles closest to the business goals, not with everyone.
2. **Write the business goal first.** Every gap must connect to an outcome. If you cannot name one, the gap is not a priority.
3. **Break each role into four to six competencies.** Use your competency framework, or ask top performers and their managers what separates good from average.
4. **Rate current levels with evidence.** Combine manager ratings with data and, where possible, an objective assessment. Self-ratings alone overstate ability.
5. **Ask whether training will fix it.** Many gaps come from unclear goals, poor tools or broken processes. Note these honestly; they go to a different owner.
6. **Prioritise and agree measures.** Rank gaps by business impact, then agree with the sponsor how change will be measured.
7. **Turn the priorities into a calendar.** Our [training calendar 2027 template](https://bodhih.com/training-calendar-template/) is designed to take the output of this TNA.

## A worked example

The template includes three filled rows. One of them:

| Field | Example |
| --- | --- |
| Role | Branch sales officers (40 people) |
| Business goal | Grow cross-sell revenue by 15% |
| Competency | Needs-based questioning |
| Current → required | 2 → 4 |
| Evidence | Call audits show officers open with the product rather than the customer's needs |
| Training the right fix? | Yes |
| Intervention | [Consultative selling](https://bodhih.com/consultative-selling-skills/) workshop followed by field coaching |
| Measure | Cross-sell ratio and call-audit score at day 60 |

## Which methods can I use to collect TNA data?

- **Business data:** sales, quality, customer satisfaction, attrition and error rates.
- **Manager interviews and focus groups:** what good looks like and where people struggle.
- **Surveys:** quick and broad, but treat self-reported needs with care.
- **Observation:** call audits, ride-alongs, meeting observation.
- **Assessments:** skills tests, situational judgement tests, 360-degree feedback and psychometric tools give an objective baseline you can re-measure later. Bodhih's AssessAll platform offers 250+ AI-graded assessments across 40+ competencies; see [assessments](https://bodhih.com/assessments/).

## Can Bodhih run the training needs analysis for us?

Yes. Bodhih's [training needs analysis workshop](https://bodhih.com/training-needs-analysis-workshop/) brings HR and business leaders together to agree priorities, and can be combined with assessments on AssessAll for an objective baseline. Every Bodhih program is then designed with the ADDIE model from those findings. Write to solutions@bodhih.com or use the (/contact-us/).

## Frequently asked questions

### What is a TNA format?

A TNA format is the structure of a training needs analysis worksheet: usually one row per role and competency, with columns for the business goal, current and required skill levels, the gap, the evidence, whether training is the right fix, priority, intervention, measure and owner. Bodhih's free template follows this format.

### What are the three levels of training needs analysis?

The three levels are organisational analysis (which business goals need new capability), task or role analysis (which competencies each role needs) and individual analysis (which people need which skills). Most practical TNAs work at the role level and then drill into individuals where it matters.

### How long does a training needs analysis take?

For a single team, one to two weeks is typical. An organisation-wide TNA before an annual plan usually takes four to eight weeks, including interviews, surveys, assessments and review with business leaders.

### Who should do the training needs analysis?

HR or L&D usually runs it, but line managers and business heads must take part, because they own the goals and see performance every day. An external partner helps when you need objective assessments or a neutral facilitator.

### What comes after the training needs analysis?

A prioritised training plan, a training calendar with dates and budgets, program design based on the gaps found, and an evaluation plan that re-measures the same competencies after training.

### Is this TNA template free to use?

Yes. Download the CSV, open it in Excel or Google Sheets, delete the example rows and use it for your organisation.

Last reviewed 24 Oct 2026 by [Siddharthan VGJ](https://bodhih.com/siddharthan-vgj/), Founder · Bodhih Training, Bengaluru