Training Need Analysis

Tuesday, January 18, 2011

It is unfortunate I could not upload a graphic presentation in this column.

Gaps - Performance Gap Analysis - Critical Performance Gaps - Persons/Groups ----CGA

(the above two steps identify sets of critical competency gaps for critical staff.) (key performance Areas)(within the organisation)

Justify Training ---Expected Performance Improvement (before and after) - Input output Analysis

to be delivered----Exp Training Costs (Actual + Opportunity) Expected ROI --Cash flows --Expected IRR/NPV
Evaluate
Training ---(Same as above) (except that they are all actual figures) Actual Return on Investment etc

Arriffin Mansor 012-2786282

	TRAINING NEED ANALYSIS
TIME	9.00-10.30	11.00-12.00	12.00-1.00	2.00-3.30	4.00-5.00	Assignments
DAY
1	Critical performance gaps use ROE du pont	Is gaps caused by competency	Use KPI to measure performance gaps	Benchmark to identify best practices Use BSC to identify learning and knowledge	Identify key persons	Performance gaps
2	Confirm competency gaps through alternative means	Combine and cluster competencies through alternative delivery	Justify training through expected benefits	Input output analysis to calculate expected performance improvement	Evaluate Training through ROI	Competency gaps
© Arriffin Mansor 012-2786282

Arriffin Mansor 012-2786282

Training Need Analysis - 7 step

1. Determine the new direction of the company - ROE Chart

2. Identify the critical performance gaps by comparing the new direction with the current performance.

3. Use the BSC perspectives towards and identifying learning and growth.

4. Identify Critical job holders and compile their competencies.

5. with internal and external benchmarks recognise best practices

6. From best practices, draw down the required gap competencies

7. Cluster and combine gap competencies into delivery set.

Contact Arriffin 012-2786282

Kuala Lumpur, Malaysia

TRAINING NEED ANALYSIS 2018 - (surveys avoided)