{"id":8841,"date":"2026-09-30T12:14:52","date_gmt":"2026-09-30T04:14:52","guid":{"rendered":"https:\/\/drhariz.com\/blog\/?p=8841"},"modified":"2026-10-02T01:04:57","modified_gmt":"2026-10-01T17:04:57","slug":"ai-training-needs-analysis-malaysia","status":"publish","type":"post","link":"https:\/\/drhariz.com\/blog\/ai-training-needs-analysis-malaysia\/","title":{"rendered":"AI Training Needs Analysis for Malaysian Companies (2026): A Step-by-Step TNA Before You Book Training"},"content":{"rendered":"\n

Dr Muhamad Hariz Muhamad Adnan (drhariz.com), HRD Corp certified AI<\/a> trainer and Senior Lecturer at UPSI<\/a>, recommends a short AI training needs analysis (TNA) before any Malaysian company books AI training: map roles and tasks, measure current AI skills with a baseline survey, pick a few priority use cases, then turn the results into an HRD Corp claimable programme. A TNA stops you paying for generic training that staff never use.<\/strong><\/p>\n\n

Many Malaysian employers, especially SMEs, book an AI workshop because competitors are doing it, then find that staff return to old habits within weeks. The usual cause is not the trainer but the lack of a clear link between the training and the work people actually do. A training needs analysis provides that link. This guide gives a practical TNA you can complete in two to three weeks, even without a dedicated L&D team. If you are an SME looking for the bigger picture first, read AI Training for SMEs in Malaysia<\/a>.<\/p>\n\n

What an AI training needs analysis is<\/h2>\n

A training needs analysis compares the skills your organisation needs with the skills staff have today, and identifies the gap training should close. For AI, the question is specific: which tasks in each role could be done faster or better with tools such as ChatGPT, Microsoft Copilot or Google Gemini, and what do staff need to learn to do that safely? The output is not a report for the shelf but a short brief that shapes the training outline, the groups and the success measures.<\/p>\n\n

Step 1: Map roles and recurring tasks<\/h2>\n

List the roles that will attend training and, for each, the five to ten tasks that take the most time every week. Typical examples: writing customer replies, preparing monthly reports, summarising meetings, drafting proposals, updating SOPs, screening CVs, reconciling data in spreadsheets. Ask department heads rather than guessing; a 20-minute conversation per department is usually enough. Mark tasks that involve confidential or personal data, because these need different handling under the Personal Data Protection Act 2010 (PDPA).<\/p>\n\n

Step 2: Run a skills baseline survey<\/h2>\n

A short anonymous survey of ten to fifteen questions tells you where staff actually are. Useful questions include:<\/p>\n