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TNA Stakeholder Interview Template Real Estate

The document outlines a Training Needs Analysis interview template targeting various stakeholders, including senior leadership, department heads, HR, line managers, and employees. It includes key questions aimed at identifying strategic goals, performance issues, skill gaps, and training needs across the organization. Additionally, it emphasizes the importance of aligning training with organizational capabilities and customer feedback.

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6 views2 pages

TNA Stakeholder Interview Template Real Estate

The document outlines a Training Needs Analysis interview template targeting various stakeholders, including senior leadership, department heads, HR, line managers, and employees. It includes key questions aimed at identifying strategic goals, performance issues, skill gaps, and training needs across the organization. Additionally, it emphasizes the importance of aligning training with organizational capabilities and customer feedback.

Uploaded by

apsjainshanta
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Training Needs Analysis – Stakeholder

Interview Template
1. Senior Leadership (CEO, COO, Business Heads)
Focus: Strategic priorities, industry trends, organizational
capabilities

Key Questions:

 - What are the top 3 strategic goals for the company over the next 1–2 years?
 - What capabilities do you believe the organization lacks to achieve these goals?
 - Which functions or roles are underperforming from a business impact point of view?
 - Are there any critical regulatory or market shifts we must prepare for?
 - What expectations do you have from the L&D function?

2. Department Heads (Sales, Projects, Marketing, Legal, CRM, etc.)


Focus: Departmental performance, skill gaps, role-specific
development

Key Questions:

 - What are the top performance issues your team is facing?


 - Are there recurring competency gaps across your team (technical or soft)?
 - How well do new hires adapt and perform within the first 3 months?
 - What kind of training would directly impact your team’s productivity?
 - Are there any regulatory or customer issues that training can resolve?

3. HR & Talent Development


Focus: Workforce planning, talent retention, learning ROI

Key Questions:

 - What common gaps or needs are reflected in performance reviews?


 - Which roles are hardest to retain or promote internally? Why?
 - Do we have talent ready for succession in critical roles?
 - What has been the impact of previous L&D initiatives?
 - Are there compliance or policy-driven training requirements coming up?

4. Line Managers / Team Leaders


Key Questions:

 - What are the recurring challenges faced by your team members?


 - What technical or behavioral skills are lacking at the ground level?
 - Are team members ready for higher responsibilities?
 - What areas do you need support in as a manager?
 - Have you observed any training programs that did/didn’t work well?

5. Employees / Individual Contributors


Focus: Role-specific challenges, motivation, learning preferences

Key Questions:

 - What are the biggest challenges in your current role?


 - Are there tools, platforms, or processes you're struggling with?
 - What kind of training would help you perform better?
 - Do you feel prepared for growth or promotion in your role?
 - What is your preferred mode of learning (in-person, online, blended)?

6. Customer Relationship Feedback (Optional – via CRM or Marketing)


Focus: Identifying training needs based on customer experience

Key Questions:

 - Are there frequent complaints tied to employee conduct or communication?


 - Is there inconsistency in customer handling across locations or teams?
 - Are post-sales service teams trained adequately in empathy and resolution?

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