<![CDATA[Training needs analysis (TNA) is meant to establish whether training is actually the proper remedy for a performance problem. Yet organizations frequently read every dip in performance as a competence shortage and send employees to training without a proper diagnosis. This article reviews how Hersey and Goldsmith's ACHIEVE model and the 5W1H set of questions can be used jointly in human resource TNA. A descriptive-qualitative literature review was conducted on national and international journal articles published between 2021 and 2026, together with publications of professional institutions. Three findings emerge: (1) ACHIEVE serves as a diagnostic instrument that helps distinguish training needs from problems that training cannot fix; (2) ability is the factor most directly addressed by training, whereas the remaining six factors call chiefly for managerial action; and (3) 5W1H supplies a question structure for converting diagnostic findings into concrete training decisions. As far as the author could determine, no empirical study has combined both tools, so an integrated conceptual framework is put forward for testing in future research.]]>
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