One of the primary purposes of a training needs analysis is to

A training needs analysis (TNA) is a systematic process for understanding performance problems and determining if training is the appropriate solution. Its primary purpose is to identify performance gaps at the organizational, task, and individual levels. By analyzing these areas, the TNA pinpoints precisely where training interventions are required and can be most effective in improving performance and achieving organizational goals. It ensures that training resources are directed toward addressing actual, identified needs rather than perceived or assumed ones, thereby maximizing the return on the training investment.

A. Identifying employee education levels is only one small component of the "person analysis" phase of a TNA, not its primary overall purpose.
B. A TNA is an objective assessment of needs; its purpose is not to simply confirm management's existing vision but to provide data-driven recommendations.
D. A cost-benefit analysis is typically performed after the TNA has identified needs and proposed solutions, in order to justify the expenditure.

1. Goldstein, I. L., & Ford, J. K. (2002). Training in Organizations: Needs Assessment, Development, and Evaluation (4th ed.). Wadsworth. Chapter 3, "Needs Assessment: The First Step in the Design of Training Systems," pp. 67-103.

2. ASQ. (2015). The Certified Manager of Quality/Organizational Excellence Handbook (4th ed.). ASQ Quality Press. Part III, Section C, "Training and Development," p. 169, states that a needs analysis determines "who, if anyone, needs to be trained and what they need to be trained on."

3. Brown, J. (2002). Training needs assessment: A must for developing an effective training program. Public Personnel Management, 31(4), 569-578. https://doi.org/10.1177/009102600203100412