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A training needs assessment (TNA) identifies performance gaps and aligns employee skills with organizational goals. The primary objective is to evaluate current capabilities and determine what knowledge or skills employees need to achieve future expectations. This prevents wasted resources on irrelevant training and ensures that learning initiatives are impactful. Evaluating satisfaction (A) is a post-training activity (Kirkpatrick’s Level 1 evaluation). Tracking hours (C) measures activity, not effectiveness. Compliance checks (D) are important but are not the primary focus of a TNA. For the aPHR exam, candidates should understand that the TNA process typically involves three levels: organizational analysis (aligning training to business strategy), task analysis (defining the skills required for specific jobs), and individual analysis (assessing employee-level gaps). This structured approach ensures training investments enhance productivity, retention, and employee engagement while supporting strategic objectives.