How It Works
Based on extensive consulting experience, the authors concluded that most on-the-job training was poorly organized and inconsistently administered. The T-NAT was organized in a step-by-step format so that the identification of training needs and training activities could be completed more accurately and quickly. T-NAT automatically structures the training relationship between bosses and employees in a way that contributes to a satisfying working relationship.
The T-NAT has been divided into five distinct parts. The sequencing of these parts provides a logical approach to identifying training needs and training activities.
- Part 1 - Skill/Knowledge Listing
- Part 2 - Rating Ability Level and Job Need Level
- Part 3 - Identifying Training Needs
- Part 4 - Interpreting the T-NAT
- Part 5 - Preparing Your Training Action Plan
T-NAT is versatile, it can be used for:
- On-the-job training by supervisors
- New employee orientation
- Career development or outplacement counseling
- Follow-up to performance appraisals
- Part of a larger training needs assessment program
Travis McCann is senior partner in McCann and Tashima, a training consulting firm in Sacramento, CA. He is former assistant vice president of corporate training for CalFarm Insurance Cos., Division Training Manager for Progressive Insurance Cos., and a management/OD specialist with the State of California. His background includes more than 20 years experience in training program needs assessment, design, delivery, and evaluation, including the development and implementation of management assessment centers, strategic planning, and facilitating organizational change. He holds a BS in accounting and a master's degree in human resource development.
James Tashima has served clients for 25 years in training and organization development. He is currently a senior training/OD specialist with the State of California and is a senior partner in McCann and Tashima, a training consulting firm in Sacramento, Calif. His experience ranges from management training to automation training in the United States, Asia, Africa, and Latin America. Currently he is exploring the application of type theory and the MBTI to organizations in transition. He holds a BA in international relations.