ABSTRACT
Whilst we acknowledge that many organisations across Asia use Training Needs Assessments (TNAs), also known as Training Needs Analysis, to determine their human resource development requirements in conjunction with training schemes in their workforce, it is observed that this activity occurs with mixed results. It will be argued in this paper that these TNAs, which are conducted in a diverse array of organisational environments in Indonesia, are often employed to further individual rather than institutional goals. In this article, TNAs are examined for their innate potential for making contributions to an organisation in order to provide sound directions for training interventions in Indonesia.
