Training Need Analysis

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

1. Identifying past  Performance Gaps  - using financial statements
• Gaps    - Performance Gap Analysis -  Critical Performance Gaps - Persons/Groups ----CGA
• (Input Output Analysis)    (Use Du Pont ROE Chart)
2. Future Gaps - Global       Expected        LT competency reqmt.
• Industry        ROE growth   ST competency reqmt    
• Scenario
• (the above two steps identify sets of critical competency gaps for critical staff.) (key performance Areas)(within the organisation)
3. Competency gaps Analysis
• competency profile of key workers
4. Delivery Training Alternatives
• Costs
5. 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
6. Annual Training and budgeting based on expected ROI and prioritisation. 

                            


Arriffin Mansor 012-2786282