Training Needs Analysis (TNA) for Job Design Formulation in Organizational Talent Management

Abstract

Job design formulation is predominantly interdependent with the elements of job functionalism which include the generic accountability, role deliverables, and competency requirement that are necessary for the job performance. On the other hand, succession development is a program to build a series of feeder groups through hierarchical positional assessment by identifying the leadership pipeline for talent progression. The key fundamentals to the succession-management process is an underlying philosophy that argues that top talent in the corporation must be managed for the greater good of the enterprise. By institutionalizing the organizational strategic direction and roadmap, an organization shall be able to identify its top talent who could fill the critical positions as identified in the organization. Thus, the job design shall inclusively consider the operational dimension and business strategic plan in plotting the talent development through its succession planning program. This research aims to diagnose the extent of core relevant of the Training Needs Analysis (TNA) as an instrument to analyse the competency-based typology for baseline modeling on the job design standards.