Training Needs Analysis (TNA) in Saudi Arabia (KSA)
Make training spend count. We run an evidence-based TNA—role mapping, competency models, surveys/interviews, skills matrices and gap analysis—then deliver a prioritized 90-day learning plan with KPIs and budget options. Arabic/English delivery, KSA-ready.
What You Get
Competency Model (KSA)
Role-based behavioral/technical competencies tied to business outcomes.
- Role family & levels
- Behavioral + technical rubrics
- Arabic/English glossary
Skills Matrix & Gap Report
Team-level heatmaps showing current vs. target proficiency by skill.
- Surveys & manager ratings
- Evidence & sample tasks
- Top gaps & root causes
90-Day Learning Plan
Stack-ranked interventions with delivery mode, effort and cost bands.
- Workshops, labs & coaching
- On-the-job playbooks
- KPI linkage & dashboards
Stakeholder Insights
Interviews/focus groups with HR, managers and frontline across sites.
- Barriers & enablers
- Localization needs
- Change actions
Budget & Timeline Options
Good/Better/Best implementation paths with cohorts and calendar.
- Cost bands & quick wins
- Trainer & language mix
- Quarterly rollout plan
Governance & KPIs
Measurement framework to prove impact and sustain adoption.
- Pre/post & rubrics
- 30/60-day actions
- Ops KPIs (QA/CSAT, safety, etc.)
Our TNA Method (6 Steps)
- Scope & Roles: confirm role families/sites (Riyadh/Jeddah/Dammam) and languages.
- Data & Documents: collect org charts, JDs, KPIs, existing materials.
- Fieldwork: bilingual surveys + interviews/focus groups; sample task observation.
- Competencies & Matrix: build role profiles and skills matrix; validate with SMEs.
- Gap & Plan: analyze gaps; propose 90-day plan with budget options.
- Sign-off & Mobilize: finalize schedule, comms and governance cadence.
Data Sources We Use
- Performance/QA reports & customer feedback
- Attendance/coverage & safety incidents
- Productivity & SLA dashboards
- Manager observations & sample tasks
- Employee surveys & focus groups
Example Outputs
| Artifact | Description | How You Use It |
|---|---|---|
| Role Profiles & Competencies | Behavioral/technical rubrics per role level with Arabic/EN descriptors. | Hiring, onboarding, performance calibration |
| Skills Matrix | Heatmap by team/site showing current vs. target proficiency. | Prioritize cohorts & budget |
| Gap Analysis | Root causes (skills, tools, process) and recommended actions. | Choose training vs. process/tech fixes |
| 90-Day Plan | Cohorts, agendas, delivery modes, costs and KPI linkage. | Execute and track outcomes |
Need help delivering the plan? See Training for Businesses or HR Tech & ATS to track completions.
TNA Packages
| Package | Scope | Best For |
|---|---|---|
| Rapid TNA (2–3 wks) | Top 1–2 role families, quick survey, manager interviews, 90-day plan. | SMEs & fast decisions |
| Standard TNA (4–6 wks) | 3–5 role families across sites; competencies, matrix, gap report, full plan. | Multi-site operations | Enterprise TNA (8–12 wks) | Company-wide; deeper fieldwork; dashboards & governance setup. | Large organizations |
Recent TNA Outcomes in KSA
Retail & E-Com
Frontline skills matrix → prioritized service & upsell training; CSAT/QA improved.
Contact Center
Supervisor competency model → coaching clinics; QA pass rate up, AHT stabilized.
Logistics DC
Safety & shift readiness gaps → HSE + huddle playbooks; incident reporting improved.
FAQs — Training Needs Analysis in Saudi Arabia
Do you conduct TNA in Arabic?
How long does a TNA take?
Will you also deliver the training?
How do you measure impact?
Can you align with Saudization goals?
Ready to focus training where it matters?
Share your role families, sites and priorities—we’ll send a TNA proposal with timeline, methods and deliverables.
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