TNA/TNI EngineTraining needs analysis software, backed by evidence.
Edstellar's TNA/TNI Engine runs your complete training needs analysis and training needs identification cycle, from raw employee data to a validated, prioritized training roadmap and calendar.
- Self, manager, assessment, interview and focus-group evidence behind every need
- Needs ranked by gap, criticality and headcount
- A TNA report, roadmap, calendar and IDPs at the end of one cycle
92
Data readiness
86%
Survey coverage
21/24
Flags resolved
62
Needs ranked
11 prog
Roadmap load
34/40
Sessions scheduled
- HR Headlocked framework v1.2Mon 09:14
- AIdrafted 11 themes, facilitator confirmed 11Tue 16:02
- Department Headcalibrated 3 ratings, reasons loggedWed 11:25
- AIdrafted learning paths for 480 people, Always modifyThu 10:05
- HR Headapproved and locked the roadmapThu 15:30
- Schedulerproposed 40 cohort sessionsFri 10:12
- Needs you6 sessions need a trainernow
- Needs youcalendar waiting for the HR Head to locknow
Training needs confirmed by five sources of evidence.
A training need never rests on one opinion. Ratings, assessments, interviews and focus groups are combined, and every need is tested before it reaches the plan.
Source 02 · AnchorIn view
Manager rating anchors the gap
Self minus manager is the perception gap. With no manager rating, the self rating is used and the need is flagged low-confidence.
101 · Rater
Each direct report, one by one
Team assessments use the same instrument as the self-rating.
202 · Scale
1 to 4 in half steps
Awareness, Working, Practitioner, Expert. 2.5 reads as Working+.
303 · Unbiased
Target level stays hidden
Raters never see the level the role needs, and no answer is pre-selected.
Five sources · statusInterviews and focus groups attach to a cohort, never to one person
01Individual
Self-rating
Employees rate their own proficiency on every skill their role needs.
02In view · anchor
Manager rating
Managers rate each direct report on the same items.
03Imported
Assessments
Skills and talent results, an objective measure alongside ratings.
04Cohort level
Interviews
Role holders and leaders explain the context and causes behind gaps.
05Cohort level
Focus groups
Cross-functional groups of 8 to 10 test what the survey found.
Verdict legendConfirmed by a facilitator
CorroboratesConfidence rises; the need goes ahead with evidence attached.
ContradictsProcess, tooling or staffing; routed as a non-training intervention.
ExtendsA net-new need; enters through a governed framework amendment.
Interview and focus-group findings attach to a cohort (role, department, level), never to what one person said.
One TNA/TNI cycle, from raw data to a training calendar.
Fifteen stages in five phases. Each phase hands a finished, approved output to the next, so the analysis never runs on unvalidated data.
Phase 01 · Stages 1 to 4
Set up
Configure the organization with a guided wizard, import and clean the employee data, and build the competency framework the whole cycle measures against.
- 01Organization setup
- 02Data import and cleanup
- 03Competency framework
- 04Framework sign-off and lock
Phase 02 · Stages 5 to 7
Assess
The survey builds itself from the locked framework, so each person rates only the skills their role needs. Managers rate their direct reports, and assessment results are imported alongside.
- 05Survey build
- 06Self, manager and assessment ratings
- 07Survey analysis
Phase 03 · Stages 8 and 9
Validate
Department Heads review flagged ratings and calibrate with an attributed reason. Interviews and focus groups then test the gaps the survey surfaced.
- 08Rating calibration
- 09Interviews and focus groups
Phase 04 · Stages 10 to 12
Analyze
Every source is reconciled into one need set per person. Gaps are scored by severity and criticality, prioritized, and written up in a composable TNA report.
- 10Consolidation
- 11Gap analysis
- 12TNA report
Phase 05 · Stages 13 to 15
Plan
Needs are grouped into programs, with non-training causes routed to the right owner. Development plans and learning paths follow, then a quarterly roadmap and a training calendar.
- 13TNI and non-training interventions
- 14Development plans and learning paths
- 15Roadmap, budget and training calendar
Explore every part of the TNA/TNI Engine.
Six pages, one for each part of the cycle and the controls around it. Each sheet lists what the page covers; open the one you need.
6 spec sheets · FIG. 01 to 06
Pages 02 to 07
How it works
Fifteen stages, quality gates, guided setup, data cleanup and the competency framework.
| Stages | 15, in five phases |
|---|---|
| Gates | Framework, survey deploy, TNA report, roadmap, calendar |
| Setup | Five-step guided wizard |
Evidence and assessment
Five sources of evidence, the seven-point scale, calibration and triangulation.
| Sources | Self, manager, assessments, interviews, focus groups |
|---|---|
| Scale | Seven points on four levels, with half-steps |
| Verdicts | Corroborates, Contradicts, Extends |
Gap analysis and reports
Skill, competency and perception gaps, priority scoring and the TNA report.
| Gaps | Skill, competency, perception |
|---|---|
| Priority | Gap severity × criticality weight |
| Report | Composable; the HR Head approves and locks it |
Training plans and calendar
TNI, non-training interventions, IDPs, learning paths, roadmap and calendar.
| Plans | Individual, department, organization |
|---|---|
| Roadmap | Four quarters, sequenced by priority |
| Calendar | Draft, Constraints, Lock |
AI in the Engine
Nine AI-assisted steps, human review on every draft and four deployment modes.
| Actions | Accept, Modify, Manual |
|---|---|
| Modes | Standard, Private AI, Air-gapped, No-AI |
| Record | Actor, action and time on every AI action |
Security and integrations
Roles and data scope, data residency, audit trail, LMS, HRIS, SSO and API.
| Roles | Six, each with its own data scope |
|---|---|
| Sign-in | SAML 2.0, OIDC, MFA |
| Connects | LMS, HRIS, Excel, CSV, API |
Every AI draft is reviewed by your team.
The TNA/TNI Engine uses AI to draft the slow parts of a cycle. A person reviews every draft and chooses one of three actions: Accept, Modify or Manual. Try the controls: switch a step off or change the deployment mode.
AI-assisted stepsSample data
- Step 1 of 9: Setup field suggestions. Default action set by Program Admin.
- Step 2 of 9: Job description parsing. Default action set by Program Admin.
- Step 3 of 9: Skill matching and framework alignment. Default action: Accept suggested, high confidence.
- Step 4 of 9: Note extraction. Default action set by Program Admin.
- Step 5 of 9: Theme synthesis. Default action: Always modify, medium confidence.
- Step 6 of 9: Non-training classification and deduplication. Default action set by Program Admin.
- Step 7 of 9: Learning-path generation. Default action: Always modify, medium confidence.
- Step 8 of 9: Report narrative. Default action: Always modify, medium confidence.
- Step 9 of 9: Service recommendations. Default action set by Program Admin.
Acceptkept as draftedModifyedited firstManualdone by hand
Deployment modeSet once per cycle
The model runs inside your own cloud tenancy, so your data never leaves it.
- Program Admin sets the mode and every step. HR Head can view.
- After the survey is deployed, a mode change needs HR Head approval. Every change is logged.
One Engine with a home for every role.
Six roles, six views of the same cycle. Each badge shows the data a role can see, what it does and who it hands work to.
Program Admin
Runs the cycle from setup to calendar.
Data scopeWhole organization
Scope level 4 of 4. Sees the whole organization. Edstellar or your own team can hold this role.
- Runs setup, data import and the framework build
- Deploys the survey and schedules interviews and focus groups
- Prepares the TNA report, TNI, roadmap and calendar for HR Head approval
Hands toHR Head, for every sign-off and approval
HR Head
Signs off, approves and locks.
Data scopeWhole organization
Scope level 4 of 4. Sees the whole organization and holds every final approval.
- Signs off and locks the competency framework
- Approves the TNA report and the TNI
- Approves and locks the roadmap and the calendar
Receives fromProgram Admin, ready for approval
Department Head
Calibrates flagged ratings.
Data scopeTheir department
Scope level 3 of 4. Sees every team in their department.
- Works the queue of flagged ratings
- Sends a rating back or calibrates it, with a reason; the original is kept
- Reviews department gaps and shared needs
Receives fromRatings the Engine flags for review
Manager
Rates each direct report.
Data scopeTheir team
Scope level 2 of 4. Sees their direct reports only, enforced at the data layer.
- Rates each direct report on the same scale
- Sees the gaps the team shares
- Reviews team plans and learning-path steps
Flagged ratingsReviewed by the Department Head
Employee
Self-rates on any device.
Data scopeTheir own record
Scope level 1 of 4. Sees their own record, never raw manager ratings.
- Completes their self-rating on phone or desktop
- Adds their own development requests
- Follows their plan and learning path, and can propose changes
Hands toTheir manager, who rates the same items
Facilitator
Runs interviews and focus groups.
Data scopeTheir sessions
Scope level Own record + sessions. Sees their own sessions. Findings attach at cohort level, never to one person.
- Runs interviews and focus groups
- Captures structured notes with no personal names
- Confirms themes and their verdicts
Hands toThemes tied to the findings they test
Access by role and data scope, enforced at the data layer, with an editable permission matrixEvery person also self-assesses as an employeePortraits show sample people
Connects to your LMS, HRIS and sign-in.
People data and sign-in flow in. The locked roadmap, calendar and reports flow out to the systems your teams already use. Pick any jack to read its line.
Sign in
Data in
TNA/TNI EngineLine readout
LMSEngine to your system
- Type
- Cornerstone, SAP SuccessFactors, Workday Learning, Moodle, Docebo or another configured connector
- Carries
- The locked roadmap and calendar; suspended and canceled sessions are excluded
- When
- After a preview of the sessions and enrollments to sync
Nothing goes to your LMS until the HR Head approves and locks the roadmap and calendar.
Results out
Every import change is logged, and nothing is applied without a preview.
See security, access and integrationsEverything an Edstellar TNA/TNI cycle hands over.
Seven outputs, each traceable to the evidence behind it, so HR, leadership, managers and employees each receive the part they act on.
Five of the seven outputs are approved or locked by the HR Head, and every lock and unlock is logged.
Hand-over checklist
TNA reportPDF · PowerPoint
Approved and locked by the HR Head
Prioritized needsReport · Excel · CSV
Approved with the TNA report
TNI and programsPDF · PPT · Excel · CSV
Approved by the HR Head
Non-training interventionsPDF · PowerPoint
Routed to the process owner, IT or OD consulting
Quarterly roadmapPDF · PowerPoint
Approved and locked by the HR Head
Training calendarPDF · iCal · Excel
Locked by the HR Head, then synced to your LMS
IDPs and learning pathsPDF · PowerPoint
Reviewed by managers; employees can propose changes
HR Head approvesRouted outside trainingManagers review
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