There are a number of models but one simple rule of thumb would be to check out what the 'receivers'/clients/customers are concerned about and prioritize training according to that. Of course you do need to verify that the respondents aren't simply giving you what they think you want to hear or that they haven't ignored a key area. For example, where silos exist people may not even notice concerns of others.

Thanks Tom for your response. Being SAP SuccessFactors Learning(Market leader in ERP) consultant, we try our best to remove silos and look for more collaboration for our clients  . I am searching for best model in SHRM/ATD sites, but it's going endless!

I feel that it is difficult to come up with a single model that would works out everywhere. I did TNA for a banking sector years back. What I'd like to suggest is to carry out analysis from various levels: Institutional/sector specific issue, the nature of work(functions), and trainees. Moreover, the demand of the task/business and the existing KSA gap would lead to the training and development needs. In today's dynamism, particularly in the rapid technological changes, the future or potential demands also require due consideration.  

Thanks Tiruneh !

https://blogs.sap.com/2020/04/24/sap-successfactors-employee-central-payroll-1h-2020/

Nice my dear Sintayehu Beyene Tiruneh