Training Needs Assessment Framework

 

Building Skills for Tomorrow: A Multi-Level Approach to Training Needs Assessment

Dr. Engr. Md. Abdur Rashid

Director (Research & Publication), NAPD

ORCID Id

In today’s rapidly evolving world, training is no longer a luxury—it is a necessity. From digital governance to project appraisal, institutions must continuously adapt to meet new challenges. But how do we ensure that training programs are relevant, effective, and aligned with national priorities?  In Bangladesh Planning Commission, there are six primary divisions, these are organized into various sectors, with some sources mentioning up to 17 specialized sectors across these divisions, focusing on areas like health, education, transport, and energy. The answer lies in a multi-level Training Needs Assessment (TNA) framework to ensure sector based capacity development. Now let get clear idea on sector, organization, and course level TNA.

In general, sector level broad TNA can be carried out, followed by the separation of the next two levels from sector level TNA. Anyone can also carry out minor and meso level studies. Let's obtain a clear picture from below.

Sector-Level TNA (Macro): Setting the Strategic Direction

At the broadest level, sector-specific TNAs identify skill gaps across entire industries. For example, assessing digital literacy across public administration can reveal systemic weaknesses that hinder efficiency. This macro-level analysis helps policymakers and donor agencies align workforce skills with long-term sectoral goals.
As the framework notes: “E-procurement skills are weak across ministries.”

Organizational-Level TNA (Meso): Bridging Policy and Practice

Once sector priorities are clear, organizations must translate them into actionable training plans. This meso-level assessment focuses on institutional mandates, departmental functions, and performance gaps. For instance, NAPD may require specialized modules on project appraisal and procurement compliance to fulfill its mandate effectively.
The framework emphasizes: “NAPD faculty need training on project appraisal methods.”

Course-Level TNA (Micro): Tailoring to Learners

Finally, at the micro level, TNAs refine individual training programs. This involves assessing participants’ baseline knowledge, role-specific competencies, and preferred learning methods. A course on e-GP procurement, for example, might include hands-on sessions on bid evaluation and contract management to ensure practical relevance.
As highlighted: “Participants need practical exercises on IRR and NPV.”

A Cascading Flow of Learning

The strength of this framework lies in its cascading design. Sector-level TNAs set the strategic vision, organizational TNAs translate that vision into institutional priorities, and course-level TNAs ensure that each training program meets the needs of its participants. Together, they create a coherent ecosystem where broad goals are transformed into actionable learning experiences.

Why It Matters for Training Academy?

Bangladesh, like many nations, is striving for transparency, efficiency, and innovation in public administration. A multi-level TNA framework ensures that training investments are not wasted on generic programs but instead build the exact skills needed at every level—from ministries to individual officers. This approach strengthens governance, enhances service delivery, and prepares the workforce for future challenges.

Conclusion

In conclusion, regular TNAs should be held by Bangladeshi training academies to fill the skill gap for workers who are committed to serving and developing the country. In Bangladesh, NAPD is a trailblazer in training, research, and consulting. Thus, TNA research would be a previous field to address future knowledge, competence, and skill gaps.