4 plus 4 steps
PERFORMANCE PHASE
1. Performance Gaps - (ROE format)
2. Critical Gaps (pareto and sensitivity analysis)
3 Eliminate non-training variables - (input output analysis)
4. Calculate actual KPI of identified persons - (financial ratios)
COMPETENCY PHASE
5. Competency profile of the benchmarked competent worker - (best practices and a defined set of KSA)
6. Competency Gaps identified by comparing standards with actuals. - (a set of net KSA)
7. Categorise and combine the gap competencies (core, soft and hard)
8. Adopt delivery strategies on best practice basis.
Apply these steps to get the micro and the macro needs
Arriffin Mansor 012-2786282
arriffin@gmail.com
PERFORMANCE PHASE
1. Performance Gaps - (ROE format)
2. Critical Gaps (pareto and sensitivity analysis)
3 Eliminate non-training variables - (input output analysis)
4. Calculate actual KPI of identified persons - (financial ratios)
COMPETENCY PHASE
5. Competency profile of the benchmarked competent worker - (best practices and a defined set of KSA)
6. Competency Gaps identified by comparing standards with actuals. - (a set of net KSA)
7. Categorise and combine the gap competencies (core, soft and hard)
8. Adopt delivery strategies on best practice basis.
Apply these steps to get the micro and the macro needs
Arriffin Mansor 012-2786282
arriffin@gmail.com
9 STEP APPROACH
ReplyDelete1. Identify the critical performance gaps
2. Identify root causes of these performance gaps
3. Narrow to the incompetent person or group of workers
4. Identify the competency gaps through comparison with standard workers
5. Identify knowledge skills and attitudes gaps through role, duty,task and sub-task analysis
6. Group KSA into types of competency.
7. Choose training delivery strategy and expected investment
8. Project the benefits of training
9. Compute the ROI training for justification and prioritization.
Arriffin 012-2786282