$1.$ What is $$training needs analysis $($TNA$)?$

$2.$ Define $$actual organizational performance $($AOP$).$ Define $$expected organizational performance $($EOP$).$ What is $$organization performance gap $($OPG$)?$ How are the three related to one another? What does a gap $$trigger$$

$3.$ A TNA is important because it helps determine whether training can correct performance problems. A TNA can accomplish several important things. List them.

$4.$ What will the TNA do for you?

a$.$ A TNA will provide a benchmark of the $...$

b$.$ These benchmarks will let you compare $...$

c$.$ A good TNA ensures that only $...$

$5.$ The first part of the TNA Model is the triggering event that initiates the TNA. The next step in the TNA Model is the input, which consists of an $$organizational analysis$,$ an $$operational analysis$,$ and a $$person analysis$.$ Define each of these terms.

$6.$ In the process phase, the operational analysis provides information on $$expected performance $($EP$).$ What is expected performance? The person analysis provides information on $$actual performance $($AP$).$ What is actual performance$?$ What is $$performance gap$$ and how is it related to EP and AP$?$

$7.$ The $$output$$ phase is your conclusion as to whether the PG indicates either training or non$-$training needs, and in some cases, both. A TNA is conducted when a key decision maker in the company notes an OPG $($AOP