The short content of the course: Rationale For and Definition of Training Needs Analysis (TNA), Organisational Training Needs Analysis, Subsystem Training Needs Analysis, Individual Training Needs Analysis, Approaches, Methods and Techniques of Training Needs Analysis, Approaches to and Methods of Training Needs Analysis, Approaches to Training Needs Analysis, Methods of Training Needs Analysis: Focus Groups, Action Learning, Learning By Doing; Experiential Learning; Reflecting On Practice; Being Open; Sharing Ideas; Collaborating; Synergy; Learning To Learn; Life-Long Learning; And Learning In The Workplace; Improved Strategic Thinking Ability; Understanding Group Processes And Organisational Change; Improved Understanding Between Sections Of The Organisation; Development Of New Skills (E.G. Leadership, Problem-Solving, Communication, Questioning. Presentation And Process Facilitation Skills); Ideas For Future Projects And Programs; A Concrete Outcome Of Benefit To The Organisation And Program Participants; And High Proven Returns On Investment In The Action Learning Program.