TESDA Training Needs Analysis: The Ultimate Guide to Identifying Your Perfect Skills Training Path 2025

Table of Contents

Introduction: The Day I Realized I Was Training for the Wrong Skills

Let me tell you about Miguel—a friend who spent six months and ₱45,000 learning automotive diagnostics, only to discover his actual job required welding skills. Six months. Forty-five thousand pesos. And zero relevance to what he actually needed.

That’s the cost of skipping TESDA training needs analysis.

Here’s the uncomfortable truth: Most people pick training programs the same way they choose what to watch on Netflix—scrolling endlessly, going with whatever looks interesting, hoping it’ll be good. But unlike a bad movie, a bad training choice costs you time, money, and career momentum you can’t get back.

I’ve seen it happen too many times. International students arrive in the Philippines excited about TESDA’s reputation for quality vocational training, dive headfirst into a course that sounds impressive, and then—months later—realize they’re learning skills that don’t match what employers actually want, or worse, skills they already have.

That’s where TESDA training needs analysis comes in. It’s not bureaucratic paperwork. It’s not another hoop to jump through. It’s actually the smartest thing you can do before investing your time and money in any training program.

Think of it as a GPS for your skills development journey. You wouldn’t start a road trip without knowing where you’re going and what route to take, right? Same logic applies here.

Whether you’re an international student trying to figure out which TESDA program aligns with your career goals, a professional looking to upskill, or someone planning a complete career pivot, understanding training needs analysis will save you from expensive mistakes and wasted time.

Let’s break down everything you need to know about TESDA training needs analysis—from what it actually is to how to conduct one yourself, complete with templates, tools, and real examples from the Philippine context.

Professional analyzing training needs with documents and laptop Filipino workplace setting

What Is TESDA Training Needs Analysis? (And Why Should You Care?)

Alright, let’s cut through the corporate jargon and get real about what TESDA training needs analysis actually means.

In the simplest terms possible: It’s figuring out the gap between the skills you have and the skills you need—and then creating a plan to bridge that gap through training.

Sounds obvious, right? But here’s the thing most people miss: It’s not just about what skills you want to learn. It’s about identifying what skills will actually move the needle in your career, what the job market demands, and what training will give you the best return on investment.

The Three Core Questions of Training Needs Analysis

Every effective TESDA training needs assessment answers three fundamental questions:

1. Where are you now? What skills, knowledge, and competencies do you currently have? This requires honest self-assessment and sometimes external evaluation.

2. Where do you need to be? What skills does your target job or career require? What are industry standards? What do employers actually look for?

3. How do you get there? What specific training programs, courses, or learning experiences will close that gap most effectively?

The beauty of the TESDA system is that it’s designed around competency-based training. They don’t just throw random courses at you and hope something sticks. The entire framework is built on identifying specific, measurable skills that lead to actual employment.

Why This Matters for International Students

If you’re studying in the Philippines, you’re already dealing with enough challenges—visa requirements, cultural adaptation, finding accommodation, managing finances. The last thing you need is to waste precious time and money on training that doesn’t serve your goals.

TESDA training needs identification helps you:

Avoid redundant training (learning what you already know)
Focus on in-demand skills (not just interesting but irrelevant ones)
Optimize your budget (training is expensive—make every peso count)
Speed up your career progression (targeted training = faster results)
Understand industry expectations in the Philippine and global markets
Build a strategic skills portfolio that employers actually want

The TESDA Training Needs Analysis Framework: Breaking It Down

Let’s get into the nuts and bolts of the TESDA training needs analysis framework. Understanding this structure will help you navigate the process whether you’re doing it yourself or working with a TESDA assessment team.

Level 1: Organizational/Industry Analysis

This is the macro level—understanding what the industry or sector needs.

Key Questions:

What skills are in-demand in your target industry?
What are the future trends affecting skill requirements?
What certifications do employers expect?
What gaps exist between current workforce capabilities and industry needs?

For international students, this level is crucial because it helps you understand the Philippine job market context. Skills that are saturated in your home country might be in high demand here, and vice versa.

Example: The Philippine BPO industry desperately needs people with customer service skills plus technical troubleshooting. If you only train in customer service, you’re missing half the equation.

Level 2: Task/Job Analysis

This is the meso level—understanding what specific jobs require.

Key Questions:

What are the day-to-day tasks of your target job?
What technical competencies are required?
What soft skills complement the technical skills?
What tools, equipment, or software must you know?

This is where TESDA competency gap analysis gets specific. TESDA courses are designed around National Competency Standards, which define exactly what someone must be able to do to be considered competent in a trade.

TESDA Courses for Abroad: The Ultimate Guide to In-Demand NC II & NC III Certifications

Level 3: Individual/Personal Analysis

This is the micro level—understanding YOUR specific needs.

Key Questions:

What skills do you currently possess?
What’s your learning style and pace?
What are your career goals?
What constraints do you face (time, budget, location)?
What prior learning can be recognized?

This is where many international students discover pleasant surprises. Through TESDA skills training needs assessment, you might find that your previous education or work experience counts toward certain competencies, allowing you to take advanced modules instead of starting from scratch.

The Integration: Creating Your Training Plan

Once you’ve analyzed all three levels, you integrate them into a personalized training roadmap that considers:

Industry demands (what employers want)
Job requirements (what the work actually involves)
Personal situation (your unique starting point and goals)

Analysis Level	Focus	Key Output	Why It Matters
Organizational/Industry	Market demands and trends	List of in-demand skills	Ensures training leads to employment
Task/Job	Specific job competencies	Detailed skill requirements	Clarifies exactly what you need to learn
Individual/Personal	Your current capabilities	Personalized skill gap assessment	Prevents wasted time on redundant training
Integration	Your customized plan	Strategic training roadmap	Maximizes ROI and career impact

How to Conduct a TESDA Training Needs Assessment: Step-by-Step Process

Ready to actually do this? Here’s the complete TESDA training needs analysis process broken down into manageable steps.

Step 1: Define Your Career Target

Before you can identify training needs, you need to know where you’re heading.

Action Items:

Write down your specific career goal (not “work in IT” but “become a junior web developer”)
Research 5-10 actual job postings for your target role
Note the required and preferred qualifications
Identify the salary ranges and employment outlook

Pro tip: Be realistic but not limiting. Your target should stretch you but still be achievable with proper training.

Step 2: Conduct a Self-Assessment

Time for brutal honesty. What can you actually do right now?

Use this structure:

Technical Skills:

List every technical skill you have
Rate your proficiency (Beginner/Intermediate/Advanced)
Note how recently you used each skill
Identify any outdated knowledge

Soft Skills:

Communication abilities
Problem-solving approach
Teamwork experience
Time management
Adaptability

Certifications and Credentials:

What formal qualifications do you hold?
Are they recognized in the Philippines?
Do they meet industry standards?

Work Experience:

Relevant job history
Projects you’ve completed
Achievements you can demonstrate

Pro tip: Ask colleagues, former supervisors, or teachers for input. We’re often blind to our own strengths and weaknesses.

Step 3: Research Industry Requirements

Now compare your self-assessment against what the market actually needs.

Information Sources:

For Philippine Job Market:

JobStreet Philippines
LinkedIn job postings
TESDA industry partnerships
Professional associations
Company career pages

For TESDA Competency Standards:

TESDA official website (competency standards section)
Training regulations for your chosen field
Industry sector analysis reports
Regional skills demand studies

What to look for:

Skills mentioned in 80%+ of job postings (these are critical)
“Nice to have” skills that appear frequently (competitive advantages)
Certifications that are repeatedly requested
Software, tools, or equipment commonly required
Salary differences between skill levels

The Ultimate Guide to TESDA Training Centers, Courses, and Contact Information Nationwide

Step 4: Identify Your Skill Gaps

This is where the magic happens—the actual TESDA skill gap analysis.

Create a comparison table:

Required Skill	Your Current Level	Target Level	Gap Size	Priority
Welding SMAW	None	Advanced	Large	High
Blueprint Reading	Beginner	Intermediate	Medium	High
Safety Protocols	None	Proficient	Large	Critical
Equipment Maintenance	Intermediate	Advanced	Small	Medium

Gap Size:

Large: You need extensive training
Medium: You need focused skill development
Small: You need minor refinement or updating

Priority:

Critical: Must have to even get hired
High: Significantly impacts employability
Medium: Helpful but not essential
Low: Nice extras that can wait

Step 5: Map to TESDA Programs

Now comes the practical part—finding which TESDA training programs address your gaps.

Research Strategy:

Visit the TESDA course finder on their official website
Look for programs that specifically target your high-priority gaps
Check course content and learning outcomes
Verify that courses lead to National Certification
Compare program durations and costs

Important: Don’t just look at course titles. Dig into the actual competencies covered. “Computer Systems Servicing” sounds impressive, but does it cover the specific software you need?

Step 6: Prioritize and Sequence Your Training

You can’t learn everything at once. The TESDA training needs prioritization process helps you sequence your learning strategically.

Prioritization Criteria:

Immediate Impact: What training gets you employable fastest? These are your quick wins.

Foundation Skills: What skills are prerequisites for others? Build these first.

Market Urgency: What skills are currently in-demand but might become saturated? Don’t wait.

Cost-Benefit Ratio: What training gives you the most career boost for your investment?

Practical Constraints: What fits your budget, schedule, and location right now?

Example Sequencing:

Phase 1 (Months 1-3): Basic safety certification + entry-level technical skills Phase 2 (Months 4-6): Core competency development (your main TESDA course) Phase 3 (Months 7-9): Specialization and advanced techniques Phase 4 (Ongoing): Soft skills development + emerging technologies

Step 7: Create Your Training Action Plan

Pull everything together into a concrete, actionable plan.

Your plan should include:

Specific TESDA courses with registration details
Timeline with start and end dates
Budget breakdown with funding sources
Backup options if Plan A doesn’t work out
Milestones and checkpoints
Success metrics (how you’ll know you’re on track)

Step 8: Review and Adjust Regularly

Here’s what nobody tells you: Your first training needs analysis won’t be perfect, and that’s okay.

Build in review points:

After completing each course
Every 3-6 months
When job market conditions change
If your career goals shift

The TESDA training evaluation and needs analysis is cyclical, not linear. You assess, train, evaluate, and then reassess based on new information.

The Complete Guide to TESDA Scholarships: How to Get Your Allowance and Train for Free

TESDA Training Needs Analysis Tools and Templates

Let’s talk practical resources. You don’t need to reinvent the wheel—here are the essential TESDA training needs analysis tools you should know about.

1. TESDA Competency Assessment Tools

TESDA provides standardized assessment tools for most trades and occupations. These tools measure your current skill level against National Competency Standards.

How to access:

Visit your nearest TESDA assessment center
Request competency assessment for your target trade
Complete the assessment (may include written, oral, and practical components)
Receive a detailed report of your competency gaps

Cost: Varies by trade, typically ₱500-2,000

2. Self-Assessment Questionnaires

The TESDA training needs analysis questionnaire is a structured way to gather information about your skills, experience, and goals.

Key sections to include:

Part A: Personal Information

Educational background
Work experience
Current employment status
Career aspirations

Part B: Technical Skills Inventory

List of relevant skills
Self-rating scale (1-5)
Last time skill was used
Formal training received

Part C: Learning Preferences

Preferred learning style (visual, auditory, kinesthetic)
Availability for training
Budget constraints
Location preferences

Part D: Career Goals

Short-term objectives (6-12 months)
Long-term vision (3-5 years)
Preferred industries or sectors
Geographic mobility

3. Gap Analysis Matrix

This visual tool makes your skill gaps immediately obvious.

Create a grid with:
- Rows: Required competencies
- Columns: Current level | Required level | Gap | Training solution
- Color coding: Red (large gap), Yellow (medium gap), Green (small gap)

4. TESDA Training Needs Analysis Template

Having a standardized TESDA training needs analysis template saves time and ensures consistency.

Essential template sections:

Executive Summary

Brief overview of analysis purpose
Key findings
Recommended training programs

Current Situation Analysis

Existing skills and qualifications
Work experience summary
Previous training completed

Target Role Requirements

Job description of desired position
Industry standards and expectations
Certification requirements

Gap Identification

Detailed skill-by-skill comparison
Prioritized list of training needs
Supporting evidence and data

Training Recommendations

Specific TESDA courses suggested
Alternative training options
Estimated costs and durations

Implementation Plan

Training sequence and timeline
Resource requirements
Success metrics

5. Training Needs Survey Template

When conducting TESDA training needs surveys for groups (useful for employers or training centers), use these sample questions:

For Employees/Students:

What tasks do you struggle with most in your current role?
What skills do you wish you had?
What training have you completed in the past year?
What barriers prevent you from pursuing training?

For Supervisors/Managers:

What skill gaps do you observe in your team?
What skills will be needed for upcoming projects?
What performance issues could be addressed through training?
What training would have the highest impact?

6. Excel-Based Training Needs Analysis Template

A TESDA training needs analysis template Excel version is incredibly practical for tracking multiple competencies.

Recommended columns:

Competency name
Current proficiency level (dropdown: None/Basic/Intermediate/Advanced)
Required proficiency level
Gap size (calculated automatically)
Priority (dropdown: Critical/High/Medium/Low)
Recommended training program
Training duration
Estimated cost
Target completion date
Status (Not started/In progress/Completed)

Pro tip: Use conditional formatting to color-code gaps and priorities automatically.

TESDA Training Needs Analysis Methods: Different Approaches

Not everyone should use the same approach. Here are different TESDA training needs analysis methods suited to different situations.

Method 1: Individual Self-Assessment

Best for: Self-directed learners, international students planning their own training

Process:

Complete self-assessment questionnaires
Research target job requirements
Compare and identify gaps
Select appropriate TESDA courses

Pros:

Quick and low-cost
Can be done independently
Flexible timing

Cons:

Potentially biased (we’re not always objective about ourselves)
May miss industry nuances
Limited external validation

Method 2: Professional Assessment

Best for: Those wanting expert validation, career changers, scholarship applicants

Process:

Work with TESDA career counselors or assessment specialists
Complete standardized assessment tools
Receive professional interpretation
Get customized recommendations

Pros:

Objective and unbiased
Expert insights into job market
Access to industry data
Official documentation

Cons:

Requires appointments
May have associated costs
Less flexible timing

Method 3: Competency-Based Assessment

Best for: Those with prior experience seeking recognition of existing skills

Process:

Undergo TESDA competency assessment
Demonstrate skills through practical tests
Receive competency certificates for skills you already have
Identify only genuine gaps for training

Pros:

Validates existing skills
Can significantly reduce training time
May lead to immediate certification
Cost-effective (pay only for what you need to learn)

Cons:

Assessment fees apply
Requires scheduling at assessment centers
May be intimidating for some

Method 4: Job Analysis Approach

Best for: Those targeting specific positions, career-focused planning

Process:

Obtain actual job descriptions from target employers
Break down every required competency
Map each competency to TESDA courses or standards
Create training plan that perfectly matches job requirements

Pros:

Highly targeted and relevant
Increases employability dramatically
Clear connection between training and employment
Impressive to potential employers

Cons:

Requires cooperation from employers
Very job-specific (less flexible if goals change)
Time-consuming research

Method 5: Survey-Based Group Analysis

Best for: Training centers, employers training multiple workers, cohort-based programs

Process:

Distribute standardized surveys to target group
Collect and analyze responses
Identify common skill gaps
Design training programs that address group needs

Pros:

Efficient for multiple people
Identifies patterns and trends
Cost-effective at scale
Data-driven decisions

Cons:

Less personalized
May not address individual unique needs
Requires significant sample size for validity
Analysis can be complex

Method	Time Required	Cost	Accuracy	Best For
Self-Assessment	2-4 hours	Free	Moderate	Independent learners
Professional Assessment	1-2 days	₱1,000-5,000	High	Career changers
Competency-Based	4-8 hours	₱500-3,000	Very High	Experienced workers
Job Analysis	1-2 weeks	Free-Moderate	Very High	Targeted job seekers
Survey-Based	2-4 weeks	Moderate-High	High	Groups/Organizations

Real-Life TESDA Training Needs Analysis Examples

Theory is great, but let’s look at actual TESDA training needs analysis examples to make this concrete.

Example 1: Maria – International Student from Vietnam

Background:

24 years old, Bachelor’s degree in Business Administration
Moved to Philippines for vocational training
Goal: Work in hospitality management in resort setting

Step 1: Self-Assessment

Strengths: Customer service, basic English, organizational skills
Weaknesses: No formal culinary training, limited housekeeping knowledge, no Philippine certifications

Step 2: Industry Research

Found that resort managers need certifications in multiple areas
Discovered Food and Beverage Service NC II is industry standard
Noted that Housekeeping NC II significantly increases employability

Step 3: Gap Analysis

Required Skill	Current Level	Gap	Priority
F&B Service	None	Large	Critical
Housekeeping	Basic	Medium	High
Front Office	Intermediate	Small	Medium
Filipino language	None	Large	High

Step 4: Training Plan

Phase 1: Food and Beverage Service NC II (3 months)
Phase 2: Housekeeping NC II (2 months)
Phase 3: Filipino language course (ongoing)
Phase 4: On-the-job training at partner resort

Outcome: Maria completed her training in 6 months, obtained both certifications, and was hired as assistant F&B supervisor at a Boracay resort within 2 months of certification.

Key Success Factor: Recognized that multiple related certifications made her more competitive than single-skill candidates.

Example 2: Roberto – Career Changer from Office Work

Background:

35 years old, worked in administrative roles for 10 years
Felt unfulfilled and wanted hands-on work
Interested in automotive but unsure which specialization

Step 1: Career Counseling at TESDA

Completed interest inventories
Showed high mechanical aptitude
Preferred troubleshooting over repetitive tasks

Step 2: Competency Assessment

Discovered he already had strong diagnostic thinking skills
Zero technical automotive knowledge
Good attention to detail from office work

Step 3: Job Market Analysis

Automotive electricians in high demand
Pays better than general mechanics
Less physically demanding (important at his age)
Good pathway to shop ownership

Step 4: Customized Training

Foundation: Automotive Servicing NC I (skipped due to prior assessment)
Core: Automotive Servicing NC II with electrical specialization (6 months)
Advanced: Automotive Electrical Systems course (3 months)
Business: Entrepreneurship training (1 month)

Outcome: Roberto now owns a specialized automotive electrical diagnostic shop. His office experience helps with customer service and business management. Income tripled compared to office job.

Key Success Factor: Used prior skills (diagnostic thinking, customer service) as foundation rather than starting from zero.

Example 3: Chen – Tech-Savvy Graduate Lacking Certifications

Background:

22 years old from Malaysia
Self-taught programmer with impressive portfolio
No formal certifications, struggling to get hired

Step 1: Self-Assessment

Advanced coding skills (JavaScript, Python)
Strong problem-solving abilities
Weak areas: Formal testing methodologies, documentation, team collaboration tools

Step 2: Employer Feedback

Interviewed with 5 companies that rejected him
Common feedback: “We love your skills but need certifications”
Also noted: Weak professional communication

Step 3: Strategic Gap Analysis Realized certifications were gatekeepers, not skill indicators. Also identified soft skill deficiencies.

Step 4: Minimal Training, Maximum Impact

TESDA: Computer Systems Servicing NC II (certification focused)
Supplemental: Professional communication workshop
Portfolio: Reorganized to highlight certified competencies

Outcome: Got hired within 3 weeks of certification. Employer confirmed the TESDA cert was what got him past HR screening; his actual skills got him the job.

Key Success Factor: Identified that his barrier wasn’t skills but credentialing—solved with targeted, efficient training.

TESDA Training Needs Analysis Benefits: Why This Process Matters

Still not convinced you need to do formal training needs analysis? Let me hit you with the TESDA training needs analysis benefits that actually matter.

1. Massive Cost Savings

The Reality: Average TESDA course: ₱15,000-40,000 Average duration: 3-6 months Opportunity cost (lost income): ₱50,000-100,000

If you choose wrong, you’re out ₱65,000-140,000 plus half a year of your life.

With Training Needs Analysis:

Avoid courses covering skills you already have
Skip irrelevant modules
Focus budget on high-impact training
Potential savings: 30-50% of total training costs

Real example: A student discovered through assessment that her graphic design degree covered 70% of Animation NC II competencies. Instead of the full 6-month course, she took a 2-month assessment and gap-filling program, saving ₱25,000 and 4 months.

2. Faster Time to Employment

Without Analysis:

Complete full course (6 months)
Realize you’re missing other required skills (discover after graduation)
Take additional training (3 months)
Start job search (1 month)
Total: 10 months

With Analysis:

Identify all required skills upfront
Take strategically sequenced training
Complete with full skill set (6-7 months including all gaps)
Start job search immediately
Total: 7 months

Time saved: 3 months = ₱45,000-60,000 in opportunity cost

3. Higher Starting Salaries

This one’s surprising but data-backed.

Generic training: You compete with everyone who took the same course Targeted training based on needs analysis: You have the exact skill combination employers want

Salary impact:

Generic: Entry-level wages (₱15,000-18,000/month)
Targeted: Mid-level consideration (₱20,000-28,000/month)
Difference: ₱60,000-120,000 per year

Why? Because you’re not just qualified—you’re strategically qualified with precisely what the market needs.

4. Career Satisfaction and Longevity

Stat that matters: 40% of TESDA graduates switch careers within 2 years when they skip proper needs analysis.

Why?

They trained for careers that don’t match their aptitudes
They didn’t consider work environment preferences
They followed trends rather than personal fit

With needs analysis:

Self-awareness prevents costly mistakes
Better alignment = higher job satisfaction
Lower likelihood of burnout and career switching
Long-term career progression more likely

5. Competitive Edge in Job Market

Employers love candidates who can articulate their training choices strategically.

Interview without needs analysis: “Why did you take this course?” “Um, it seemed interesting and people said it’s good.”

Interview with needs analysis: “Why did you take this course?” “I analyzed the job market and identified that automotive electrical systems have 300% growth in demand but only 40% trained workforce. I assessed my mechanical aptitude and diagnostic thinking skills, which aligned perfectly. This course specifically addresses the three most-requested competencies in job postings I researched.”

Which candidate sounds more impressive?

TESDA Training Needs Analysis Checklist: Your Quick Reference

Bookmark this. The TESDA training needs analysis checklist ensures you don’t skip crucial steps.

Pre-Analysis Preparation

[ ] Define specific career goal (not vague like “work in IT”)
[ ] Collect 10+ job postings for target role
[ ] Gather educational certificates and transcripts
[ ] List all current skills (technical and soft)
[ ] Identify budget constraints and funding options
[ ] Note time availability and deadline pressures
[ ] Research TESDA courses in your area of interest
[ ] Prepare questions for career counselors

During Analysis

[ ] Complete self-assessment honestly (resist temptation to overrate yourself)
[ ] Take TESDA aptitude or competency assessments if available
[ ] Interview people currently working in target roles
[ ] Review TESDA competency standards for target occupations
[ ] Document every skill gap with specific evidence
[ ] Prioritize gaps using consistent criteria
[ ] Map gaps to specific TESDA training programs
[ ] Verify that courses lead to national certification
[ ] Calculate total costs including indirect expenses
[ ] Create timeline accounting for course availability

Post-Analysis Action

[ ] Draft detailed training action plan
[ ] Get plan reviewed by TESDA counselor or mentor
[ ] Apply for scholarships or financial aid
[ ] Register for priority courses
[ ] Set up accountability system (regular check-ins)
[ ] Schedule first review point (3 months)
[ ] Begin networking in target industry
[ ] Start skill development even before formal training (free online resources)
[ ] Prepare documentation for course enrollment
[ ] Create backup plan if first-choice course unavailable

Ongoing Review

[ ] Review progress monthly
[ ] Adjust plan when circumstances change
[ ] Reassess after completing each course
[ ] Update job market research quarterly
[ ] Maintain training portfolio and documentation
[ ] Track expenses and ROI
[ ] Network with alumni and industry professionals
[ ] Identify emerging skill requirements
[ ] Plan for continuous learning beyond initial training
[ ] Celebrate milestones and achievements

TESDA Training Needs Analysis for Different Audiences

The approach varies depending on who you are. Let’s customize the TESDA training needs analysis for specific groups.

For International Students

Unique Considerations:

Visa duration limits your training timeline
Credential recognition between countries
Language barriers may affect learning pace
Cultural differences in workplace expectations
Budget constraints (international tuition, living costs)

Specialized Analysis Points:

Ask yourself:

Will these skills be valuable in my home country?
Are TESDA certifications recognized internationally?
Can I complete training within visa validity?
Do I need additional English/Filipino language training?
What’s my repatriation plan vs. staying in Philippines?

Action tip: Focus on globally portable skills (IT, hospitality, healthcare) rather than Philippines-specific trades unless you plan to stay long-term.

For TESDA Employees and Managers

Unique Context:

You’re assessing others’ training needs, not just your own
Budget considerations affect multiple people
Need to align training with organizational goals
Must consider team dynamics and skill distribution

Manager-Specific Analysis Framework:

Organizational Level:

What are company’s strategic goals?
What skills will be needed for upcoming projects?
Where are performance gaps affecting productivity?
What training would improve team effectiveness?

Team Level:

What’s the current skill distribution?
Are there single points of failure (only one person knows critical skills)?
What cross-training would build resilience?
How can training improve collaboration?

Individual Level:

What are each team member’s career aspirations?
Where are individual performance gaps?
What training aligns personal and organizational goals?
Who has potential for advancement with right training?

Employee Name	Current Role	Career Goals	Key Skill Gaps	Recommended Training	Priority	Budget	Timeline
Juan Santos	Technician I	Lead Tech	Advanced diagnostics	Automotive NC II	High	₱25K	Q2 2025

For New Employees

TESDA training needs analysis for new employees focuses on onboarding and role-specific competencies.

Analysis Focus:

What skills does the job require that weren’t covered in general training?
What company-specific tools or processes must they learn?
What gaps exist between their current level and role expectations?
What safety or compliance training is mandatory?

Onboarding Training Needs Template:

Technical Skills:

Company systems and software
Specific equipment or machinery
Industry-standard tools
Quality control procedures

Organizational Knowledge:

Company culture and values
Policies and procedures
Reporting structures
Internal resources

Role-Specific Competencies:

Job-specific technical skills
Client interaction protocols
Documentation requirements
Performance standards

Timeline: Usually 30-90 days with checkpoints at 30, 60, and 90-day marks.

For Supervisors and Team Leaders

TESDA training needs analysis for supervisors addresses the unique challenges of moving from technical to leadership roles.

Common Gaps for New Supervisors:

People management skills
Conflict resolution
Performance management
Training and coaching abilities
Administrative and reporting duties
Strategic thinking

Analysis Process:

Identify leadership competency requirements
Assess current supervisory skills
Recognize transition challenges (from “doing” to “managing”)
Balance technical depth with management breadth
Develop coaching and mentoring capabilities

Recommended TESDA Programs:

Supervisor Development Program
Training Methodology courses
Workplace Communication
Conflict Management and Resolution

Common Mistakes in TESDA Training Needs Analysis (And How to Avoid Them)

Let me save you from the face-palm moments I’ve witnessed. Here are the biggest mistakes people make in TESDA training needs identification.

Mistake #1: Training for Yesterday’s Job Market

The Error: Choosing courses based on what was in-demand five years ago, not what employers need now.

Real Example: A student spent six months training in DVD repair and maintenance because “electronics repair is always needed.” By graduation, DVD players were obsolete. He had to retrain completely.

The Fix:

Research current job postings, not historical data
Talk to people actually hiring (not just working) in the field
Check TESDA’s labor market information updates
Consider 2-3 year outlook, not just today
Look for emerging trends in job requirements

Red Flag: If you can’t find recent job postings requiring your chosen skill, that’s a warning sign.

Mistake #2: Ignoring Soft Skills Gaps

The Error: Focusing 100% on technical competencies while neglecting communication, teamwork, and professionalism.

Reality Check: Most people lose jobs or fail to advance because of soft skill deficiencies, not technical gaps. Yet most training needs analysis completely ignores this dimension.

The Fix: Include these in your gap analysis:

Communication (written and verbal)
Time management and organization
Problem-solving approach
Adaptability and learning agility
Cultural sensitivity (crucial for international students)
Professional ethics and reliability

Action: For every three technical courses, include one soft skills workshop or module.

Mistake #3: Not Validating Your Self-Assessment

The Error: Trusting your own evaluation without external verification.

The Truth: We’re terrible judges of our own competence. Research shows:

95% of people rate themselves as “above average” (mathematically impossible)
We overestimate skills we rarely use
We underestimate skills we use daily (because they feel easy)

The Fix:

Take actual TESDA competency assessments
Ask former supervisors for honest feedback
Request peer evaluations
Take practice tests or challenges
Get professional assessment before making major training decisions

Cost vs. Value: Spending ₱2,000 on professional assessment could save you ₱40,000 on wrong training.

Mistake #4: Choosing Training Based on Interest Alone

The Error: “This sounds fun!” as your only selection criterion.

Why It’s Dangerous: Interest is important, but it’s not enough. You need the intersection of:

Interest (you enjoy it)
Aptitude (you’re naturally good at it)
Market demand (someone will pay for it)
Lifestyle fit (the work conditions suit you)

The Fix: Use the Four-Circle Analysis:

Draw four overlapping circles labeled:

What I enjoy
What I’m good at
What the market needs
What fits my lifestyle

Your ideal training is in the center where all four overlap.

Real Example: Sophia loved art and wanted animation training. Gap analysis revealed:

Artistic skill: ✓ (she’s talented)
Interest: ✓ (she loves it)
Market demand: ✓ (animation jobs exist)
Lifestyle fit: ✗ (deadlines, long hours, high pressure = anxiety triggers for her)

She pivoted to graphic design for print media—still creative, but more structured and less stressful. Much happier outcome.

Mistake #5: Analysis Paralysis

The Error: Spending so much time analyzing that you never actually enroll in training.

The Trap: “I need to research more… Maybe I should consider this other option… What if I’m making the wrong choice… Let me look at five more courses…”

Six months later: Still researching, zero progress.

The Fix: Set a decision deadline. Training needs analysis should take 2-4 weeks maximum, then you MUST act.

Remember: A good decision made today beats a perfect decision made never. You can always adjust later.

Action Trigger: If you’ve spent more than one month on analysis, make a decision in the next 48 hours or get a counselor to help you decide.

Mistake #6: Overlooking Prior Learning Recognition

The Error: Assuming you need to take full courses from scratch when you already have relevant skills.

The Opportunity: TESDA’s Recognition of Prior Learning (RPL) allows you to get certified for skills you already have without taking full courses.

The Fix: Before enrolling in any course, ask:

“Can I take a competency assessment first?”
“Does my previous education/experience count toward any modules?”
“Can I skip to advanced levels if I pass assessments?”

Real Savings:

Time: 50-80% reduction in training duration
Money: Pay only for assessment, not full course
Opportunity cost: Start working months earlier

Who Benefits Most:

International students with foreign qualifications
Career changers with transferable skills
Workers with years of experience but no formal certification
Anyone with informal learning (self-taught skills)

Mistake #7: Not Considering Learning Style

The Error: Choosing training format without considering how you actually learn best.

The Reality: Not all learning environments work for everyone. Your training needs analysis should include learning style assessment.

Questions to Ask:

Do I learn better through hands-on practice or theory first?
Can I stay focused in long classroom sessions or do I need shorter modules?
Do I prefer self-paced online learning or structured schedules?
Do I need teacher guidance or can I learn independently?
Does language of instruction matter? (English vs. Filipino vs. Taglish)

The Fix: Match your training format to your learning style:

Kinesthetic learners: Prioritize programs with extensive practical components
Visual learners: Look for courses with strong visual aids and demonstrations
Auditory learners: Instructor-led classes work well
Read/write learners: Programs with good textbooks and written materials

International Student Note: Consider language barriers. A course taught in rapid Filipino might not work even if the content is perfect.

TESDA Training Needs Data Collection: Gathering the Right Information

You can’t analyze what you haven’t measured. Effective TESDA training needs data collection requires systematic approaches.

Primary Data Collection Methods

1. Questionnaires and Surveys Best for gathering information from multiple people or getting structured responses.

Advantages:

Scalable (can reach many people)
Standardized (easy to compare responses)
Anonymous options (more honest feedback)
Quantifiable data

When to Use:

Assessing needs of a group
Gathering employer feedback
Understanding industry trends
Pre-training baseline assessment

Sample Questions:

“Rate your proficiency in [skill] from 1-10”
“How often do you use [skill] in your current role?”
“What skills would most improve your job performance?”
“What training would you prioritize if budget were unlimited?”

2. Interviews and Focus Groups Best for deep insights, nuanced understanding, and exploration of complex topics.

Advantages:

Rich, detailed information
Can probe deeper into responses
Reveals motivations and concerns
Captures context and stories

When to Use:

Individual career planning
Understanding organizational culture
Exploring barriers to training
Gathering success stories and case studies

Interview Guide Topics:

Career history and aspirations
Current challenges and frustrations
Training experiences (what worked, what didn’t)
Perceived skill gaps
Preferred learning methods

3. Observation and Performance Records Best for identifying actual (not perceived) skill gaps.

Advantages:

Objective data
Reveals unconscious incompetence (gaps people don’t know they have)
Based on real performance, not self-report
Harder to game or manipulate

When to Use:

Assessing current employees
Identifying team-wide patterns
Validating self-assessments
Measuring training effectiveness

What to Observe:

Task completion quality
Time required for tasks
Error rates
Problem-solving approaches
Collaboration effectiveness

4. Document Review Best for understanding requirements and standards.

Sources to Review:

Job descriptions and requirements
TESDA competency standards
Industry certification requirements
Performance evaluations
Customer feedback or complaints
Incident reports or quality issues

What to Look For:

Required vs. preferred qualifications
Common performance deficiencies
Recurring problems or mistakes
Standards you must meet
Certifications that keep appearing

5. Competency Testing Best for objective skill measurement.

Types:

Written knowledge tests
Practical demonstrations
Portfolio reviews
Simulation exercises
Third-party assessments (like TESDA National Assessment)

Advantages:

Concrete, measurable results
Industry-validated standards
Credible documentation
Baseline for measuring progress

Secondary Data Sources

Don’t overlook existing information:

Labor Market Information:

TESDA regional labor market surveys
Philippine Statistics Authority employment data
Industry association reports
Job posting analytics (JobStreet, LinkedIn insights)

Industry Reports:

Skills forecasting studies
Technology trend analyses
Workforce development reports
Sector-specific white papers

Academic Research:

Skills gap studies
Training effectiveness research
Labor economics papers
Vocational education journals

TESDA Resources:

Regional training needs surveys
Graduate tracer studies
Employer satisfaction surveys
Course enrollment and completion data

Method	Cost	Time	Depth	Objectivity	Best For
Questionnaires	Low	Fast	Shallow	Moderate	Large groups
Interviews	Moderate	Slow	Deep	Low-Moderate	Individual insights
Observation	Moderate	Slow	Moderate	High	Current workers
Document Review	Low	Fast	Moderate	High	Requirements analysis
Competency Testing	High	Moderate	Deep	Very High	Skill validation
Secondary Data	Low	Fast	Variable	High	Context and trends

TESDA Training Needs Analysis Report: Presenting Your Findings

You’ve done the analysis—now you need to communicate it effectively. A strong TESDA training needs analysis report makes your plan actionable.

Report Structure

Executive Summary (1 page)

Your career goal in one sentence
Top 3-5 priority training needs identified
Recommended training program(s)
Expected timeline and budget
Anticipated outcomes

Keep it scannable: Decision-makers (scholarship committees, employers, family funding your training) need to grasp your plan in 60 seconds.

Introduction (0.5-1 page)

Purpose of the analysis
Your current situation (education, experience, location)
Career objectives and timeline
Methodology used for analysis

Current State Assessment (1-2 pages)

Educational background summary
Work experience highlights
Current skill inventory (organized by category)
Existing certifications and credentials
Strengths and proven competencies

Include evidence: Certificates, transcripts, portfolio samples (as appendices)

Target Role Analysis (1-2 pages)

Specific job title(s) you’re targeting
Industry and sector
Typical job responsibilities
Required competencies and qualifications
Market demand and salary ranges
Career progression pathways

Support with data: Job posting examples, labor market statistics, industry reports

Gap Analysis (2-3 pages) This is the heart of your report.

For each significant gap, include:

Competency name and description
Your current level (with evidence)
Required level (with sources)
Gap size and impact
Priority ranking (with rationale)

Use visual aids: Gap matrices, bar charts showing current vs. required levels, priority quadrants

Training Recommendations (2-3 pages)

Specific TESDA courses recommended
Course codes, duration, and costs
How each course addresses identified gaps
Sequence and timeline
Alternative options (Plan B)
Total investment required

Be specific: Don’t just say “welding course”—say “Shielded Metal Arc Welding (SMAW) NC I, Course Code XXX, 320 hours, ₱28,000 at TESDA Regional Training Center – NCR”

Implementation Plan (1-2 pages)

Detailed timeline with milestones
Resource requirements (financial, time, materials)
Risk mitigation strategies
Success metrics and evaluation plan
Support systems and accountability

Make it actionable: Every recommendation should have “who, what, when, where, how” details.

Appendices

Detailed questionnaire responses
Assessment results
Job posting examples
Cost breakdown spreadsheets
Course syllabi
Supporting documentation

Formatting Tips

Make it professional but readable:

Use consistent headers and subheaders
Include page numbers and table of contents
Add charts, graphs, and tables (not walls of text)
Use color sparingly but strategically
Include your contact information
Date the document

Length: 8-15 pages typically (excluding appendices)

Sample Report Excerpt

Here’s what a gap analysis section might look like:

GAP ANALYSIS: AUTOMOTIVE ELECTRICAL SYSTEMS

Competency: Battery System Diagnosis and Repair

Current Level: Basic (2/5)

Can perform basic battery testing with voltmeter
Understands basic electrical principles
No experience with modern battery management systems

Evidence: Self-assessment, confirmed by practice test score of 45%

Required Level: Advanced (4.5/5)

Diagnose complex battery issues including parasitic drain
Work with hybrid and electric vehicle battery systems
Use advanced diagnostic equipment
Troubleshoot battery management computer systems

Sources: Analysis of 15 automotive electrician job postings, interview with 3 hiring managers

Gap Size: Large Impact on Employability: Critical – mentioned in 87% of job postings Priority: HIGH

Training Recommendation:

Primary: Automotive Servicing NC II with Electrical Specialization Module
Duration: 6 months (480 hours)
Cost: ₱32,000 + ₱3,500 assessment fee
Provider: TESDA Regional Training Center – NCR
Expected outcome: Achieve NC II certification with 85%+ competency score

TESDA Training Needs Analysis Software and Digital Tools

Technology makes the process easier. Here are digital tools that streamline TESDA training needs analysis.

Free/Low-Cost Tools

1. Google Forms + Google Sheets Perfect for creating surveys and analyzing responses.

Use Cases:

Self-assessment questionnaires
Collecting feedback from multiple stakeholders
Tracking progress over time

Advantages:

Free
Easy to use
Automatic data collection
Visual charts and graphs
Shareable results

How to Use:

Create form with rating scales for different competencies
Distribute to yourself and others assessing you
Review responses in connected spreadsheet
Use pivot tables to identify patterns

2. Microsoft Excel or Google Sheets The workhorse of training needs analysis.

Templates to Create:

Skill inventory matrices
Gap analysis calculators (with formulas)
Training budget planners
Timeline/Gantt charts
Cost-benefit analysis tools

Pro Features to Use:

Conditional formatting (color-code gaps automatically)
Data validation (dropdown menus for consistency)
Pivot tables (analyze complex data)
Charts and graphs (visualize findings)

3. Canva For creating visually appealing reports and presentations.

What to Make:

Professional training needs analysis reports
Visual summaries for presentations
Infographics showing your findings
Portfolio pieces demonstrating analytical skills

Templates Available: Search for “gap analysis,” “training plan,” or “professional report”

4. Trello or Asana For managing your training action plan.

How to Use:

Create board/project for your training journey
Make cards for each course or milestone
Set due dates and reminders
Track progress visually
Attach relevant documents

Specialized Software (For Organizations)

1. SkillsDB or Competency Management Systems For tracking skills across teams or organizations.

Features:

Competency libraries
Skill gap heat maps
Training plan generators
Progress tracking dashboards

Cost: Usually subscription-based, ₱5,000-20,000/month depending on users

2. Learning Management Systems (LMS) Many LMS platforms include needs analysis modules.

Examples:

Moodle (open-source, free)
TalentLMS
Absorb LMS

Features:

Pre-assessment testing
Automated gap identification
Training recommendations
Progress tracking
Certification management

3. Survey Platforms For sophisticated data collection.

Options:

SurveyMonkey
Typeform
Qualtrics (enterprise level)

Advantages Over Google Forms:

More question types
Skip logic and branching
Advanced analytics
Professional appearance
Better data security

TESDA Digital Resources

Official TESDA Tools:

TESDA Online Portal (free courses for exploration)
Course Finder (search programs by competency)
Assessment Center Locator
Labor Market Information Dashboard

How to Access: Visit tesda.gov.ph and navigate to:

Online Programs
Find Training
Assessment and Certification
Labor Market Information

The Future of TESDA Training Needs Analysis

Let’s peek into what’s coming for TESDA training needs assessment in the evolving landscape.

Emerging Trends

1. AI-Powered Needs Analysis Artificial intelligence is beginning to analyze skills gaps more efficiently.

What’s Coming:

Automated analysis of job market trends
AI chatbots that guide self-assessment
Machine learning that predicts future skill demands
Personalized training recommendations based on massive datasets

Impact for You: More accurate, faster analysis with less manual research

2. Real-Time Labor Market Data Integration Instead of static reports, dynamic data feeds.

Future Features:

Live job market dashboards
Real-time skill demand indicators
Salary predictions based on skill combinations
Employment likelihood calculators

Benefit: Make decisions based on current reality, not outdated reports

3. Virtual Reality Skills Assessment VR technology for testing competencies before training.

Applications:

Try different trades virtually before committing
Assess spatial reasoning and manual dexterity
Experience workplace conditions safely
Practice skills without expensive materials

Example: Test welding aptitude in VR before buying equipment for training

4. Blockchain Credentials Secure, verifiable, portable skill credentials.

Advantages:

Instantly verifiable certifications
Portable across borders and employers
Tamper-proof credential history
Easier skills mapping across different systems

Impact: International students can more easily use Philippine training globally

5. Micro-Credentials and Modular Learning Shift from monolithic courses to stackable micro-credentials.

What This Means:

Train in specific competencies, not full programs
Combine credentials from multiple sources
Update skills more quickly as needs change
More flexible, affordable learning pathways

Training Needs Analysis Adaptation: More granular gap identification at the specific skill level

Preparing for the Future

What You Should Do Now:

Stay Digitally Literate: Basic digital skills will be required for all training needs analysis in the future.

Document Everything: Keep digital records of all training, certifications, and competencies—you’ll need them for future systems.

Think Modularly: Instead of “I’m a welder,” think “I have these 15 specific competencies in welding”

Build Adaptability: The one constant is change—your training needs analysis should plan for continuous learning, not one-and-done training.

Embrace Technology: Use available digital tools now to stay current with evolving methods.

TESDA Training Needs Analysis: Special Topics

For Overseas Filipino Workers (OFWs)

Unique Analysis Considerations:

Reintegration Focus:

What skills are portable from abroad?
What additional certifications validate international experience?
How to translate foreign experience to Philippine credentials?

Market Re-Entry:

How has the Philippine job market changed during time abroad?
What skills are now in-demand that weren’t before?
What technology or methods have evolved?

Entrepreneurship Pathway:

What skills support starting a business?
What capital is available from OFW savings?
What gaps exist between worker skills and business skills?

TESDA Support for OFWs:

Balik Pinay! Balik Hanapbuhay! Program
Livelihood and Enterprise Development
Recognition of foreign-acquired skills

For People with Disabilities

Inclusive Training Needs Analysis:

Accessibility Assessment:

What accommodations are needed for training?
Which training formats work best?
What adaptive tools or technology required?
Are training facilities physically accessible?

Job Market Realities:

What employers actively hire PWDs?
What reasonable accommodations are common?
What skills maximize independence?
What support systems exist post-training?

TESDA PWD Services:

Special training programs
Modified assessment procedures
Assistive technology provision
Inclusive training centers

For Senior Citizens and Older Workers

Age-Appropriate Analysis:

Physical Considerations:

Physically demanding vs. knowledge-based roles
Ergonomics and workplace safety
Health limitations and accommodations

Learning Approach:

Pace of learning and retention
Preference for hands-on vs. theoretical
Technology comfort levels
Prior experience recognition

Career Stage:

Years until retirement
ROI timeline considerations
Legacy and mentorship opportunities
Flexible or part-time options

Your Training Needs Analysis Action Plan

Enough theory. Let’s create YOUR plan right now.

Week 1: Self-Discovery

Monday-Tuesday:

Complete online self-assessment questionnaires
List every skill you currently have
Gather all educational certificates and transcripts

Wednesday-Thursday:

Research 10 job postings in your target field
Note required vs. preferred qualifications
Identify patterns in skill requirements

Friday-Weekend:

Draft your career goal statement
Identify your top 3 career pathway options
List questions for TESDA counselor

Week 2: External Input

Monday-Tuesday:

Schedule appointment at nearest TESDA office
Prepare documents for counseling session
Complete any pre-session requirements

Wednesday-Thursday:

Attend TESDA career counseling session
Take competency assessments if available
Request competency standards for target occupations

Friday-Weekend:

Interview 2-3 people working in your target field
Ask about their training pathway
Understand day-to-day job realities

Week 3: Analysis and Planning

Monday-Tuesday:

Create detailed skills gap matrix
Prioritize gaps using established criteria
Research TESDA courses addressing gaps

Wednesday-Thursday:

Compare course options (duration, cost, location)
Calculate total investment required
Explore scholarship and funding options

Friday-Weekend:

Draft training action plan
Create backup options
Design timeline with milestones

Week 4: Validation and Launch

Monday-Tuesday:

Review plan with TESDA counselor or mentor
Adjust based on feedback
Finalize course selection

Wednesday-Thursday:

Apply for scholarships or financial aid
Register for first course
Set up accountability system

Friday-Weekend:

Celebrate your planning accomplishment!
Begin pre-training skill building (free online resources)
Connect with future classmates

Conclusion: Your Skills, Your Future, Your Choice

Let me circle back to where we started—Miguel, who wasted six months and ₱45,000 on the wrong training.

Here’s the ending: After that expensive mistake, Miguel did a proper TESDA training needs analysis. Discovered his real gap wasn’t automotive diagnostics—it was heavy equipment operation. Took the right 4-month course. Got hired before even finishing. Now makes triple what he would have as an automotive tech.

The analysis took him two weeks. That’s two weeks to save himself from another costly mistake and redirect toward a career that actually fit him.

Your training investment is too important to leave to chance.

Whether you’re an international student navigating the Philippine vocational education system, a professional looking to upskill, someone pivoting careers mid-life, or an employer trying to develop your team—training needs analysis isn’t optional bureaucracy. It’s the foundation of smart skills development.

The Philippine vocational training landscape offers incredible opportunities. TESDA’s competency-based framework is genuinely world-class. The certifications are recognized internationally. The training is affordable and practical.

But here’s the truth: All those advantages mean nothing if you’re learning the wrong skills.

Training needs analysis is your insurance policy against wasted time and money. It’s your roadmap when everything feels overwhelming. It’s your competitive edge in a crowded job market.

The process I’ve outlined might seem extensive, but remember—you don’t need to do everything perfectly. Even a basic, honest assessment of your gaps is infinitely better than no analysis at all.

Start where you are. Use what you have. Do what you can.

Maybe that’s just completing a self-assessment questionnaire this week. Maybe it’s scheduling an appointment with a TESDA counselor. Maybe it’s interviewing one person in your target field.

Progress, not perfection.

The skills you develop in the next 6-12 months will shape your career for years to come. You owe it to yourself—and to everyone who’s investing in your future—to make those months count.

So here’s my challenge: Don’t close this article and forget about it. Don’t add “do training needs analysis” to your eternal to-do list where it sits forever.

Take one action in the next 24 hours.

Just one. Contact TESDA. Complete a self-assessment. Research one course. Interview one professional. Something. Anything that moves you forward.

Your future self—the one with the right skills, the fulfilling career, the financial stability—will thank you for taking this seriously.

The training you need is out there. The resources to identify it are available. The support system exists.

Now it’s your turn to act.

Additional Resources

TESDA Official Resources

Website: www.tesda.gov.ph
Hotline: (02) 8893-TESDA
Email: training@tesda.gov.ph
Find Training: tesda.gov.ph/Course
Assessment Centers: tesda.gov.ph/Assessment

Career Planning Tools

TESDA Online: Free exploratory courses
O*NET Online: Occupational information (international)
JobStreet Philippines: Live job market data
Philippine Labor Market Information: Statistical data

Self-Assessment Resources

Holland Code Career Test (free online versions)
Multiple Intelligences Assessment
Values Clarification Worksheets
Learning Style Inventories

Templates and Forms

Training Needs Analysis Template (Excel/Google Sheets)
Gap Analysis Matrix
Training Action Plan Template
Budget Planning Worksheet
Progress Tracking Dashboard

Funding and Scholarships

TWSP (Training for Work Scholarship Program)
PESFA (Private Education Student Financial Assistance)
STEP (Special Training for Employment Program)
Regional scholarship programs (check your TESDA regional office)

Community and Support

TESDA Alumni Networks (Facebook groups)
Industry-specific professional associations
Vocational training forums and communities
Mentorship programs through TESDA partners

About This Guide: This comprehensive resource is designed to help international students and local learners master TESDA training needs analysis. For the most current information about specific programs and requirements, always verify directly with your local TESDA office or visit www.tesda.gov.ph.

Have you completed a TESDA training needs analysis? What worked for you? Share your experience in the comments below to help future students make smarter training decisions!

Related Articles You Might Find Helpful: