Training Needs Analysis and Justification

INTRODUCTION

This is a course to identify training needs and justifying them in a corporation. 

It includes a step-by-step procedure  for conducting a cost-effective, evidence based asessment from performance gaps to the competency gaps of key job holders.

The right approach in calculating ROI training is also demonstrated.

This allows the organisation’s management to agree and  implement cohesive training programmes that matches the needs of the organisation.

CONTENTS

1. .      Identifying critical performance gaps within the company.
2. .       Check the direction of the company during the relevant range.
3. .       Internal and industry performance standards
4. .       Benchmarkings and best practices in the industry.
5. .       Confirm performance evaluation of gaps
6. .       Confirm competency gaps with best practices and performance standards
7. .       Obtain the necessary competency gaps through BSC perspective or the key result areas
8. .       Cluster competencies for economic delivery strategies
9. .       Note the current performance actuals.
10.         Estimate the change in KPI aftet the training.
11. .     Calculate the expected ROI training as a basis of intervention.

OBJECTIVES

At the end of the programme, participants will be able to:

• identify organisational issues currently influencing the company’s training needs;

• identify the organisation’s training needs through needs assessment which utilises a variety of data collection methodologies including surveys, focus groups and interviews;

• conduct an effective TNA to successfully identify  suitable organisational, functional/technical, personal behavioural competencies and skills required to meet  organisational vision;

• prepare strategic training plans for the organisation in order to improve competence and achieve more accurate results; and

• develop a master plan of recommendations for future training strategies based on the TNA findings.

WHO SHOULD ATTEND

Trainers, Managers, Executives, Human Resource Development Specialists and others who make decisions about training and involved in analysing, designing and implementing organisational training plans.

This is a 2 X 2day computer aided training workshop.

Arriffin Mansor 012-2786282

ROI and training

1) ROI calculation is used for both justifying and evaluating training.  At the up front, estimates are used for justifying training.  While at the back end, actuals are used to calculate ROI to evaluate the effectiveness of training.

2) ROI is also used to justify and evaluating other interventions.

3) To identify what to train, is through performance gaps and thereafter competency gaps on critical non performers.

4) if step 3 is followed, training needs identified should have little errors.

5) In addition to performance gaps, HR should refer to the business plans for the next 5 years to determine the new required sets of competencies to achieve the new set goals.

6) ROI should still be required to convince the check writers"

7) When training objectives set, benchmarking is done to identify best practices within the industry.

8) Training is identified through best practices.

9) From the objectives, use BSC perspectives and Key Result Areas to determine the necessary NEW training required.


Arriffin Mansor 012-2786282

An effective and efficient way to do TNA

There is no need to do a 100% Training Need Analysis as suggested by many practitioners. 


First, because the 100% TNA approach is costly and second, it does NOT serve any purpose as all as management action must be prioritized and focus to a critical few.

We just have to identify and narrow down to some critical performance gaps. From the gaps, identify the relevant key persons or groups responsible for the gaps. 


By comparing with industry standards, competency gaps could be confirmed for the purpose of training.

In summary I use performance analysis to identify some key critical performance gaps. (use the financial statements)

I then identify the relevant persons or groups for the purpose of competency gap analysis.

You would note that I did not do  any survey for performance gaps nor did I do 100% competency gap analysis.

At most, I would be analyzing between 5% to 15% of the population to arrive at the training needs say for next year.


Although time and costs savings it is still the most effective.

1. Performance gaps through financial statements
2. Competency gaps by comparing with best practices / industry standards
3. The right training solutions

Arriffin Mansor 012-2786282

Critical Success Factors - how to identify them

How do you identify the critical success factors of a company.

1. Identify the critical performance gaps of the company - training needs
2. Check with the CEO on the future direction change of the company - development needs
3. What do you understand with the word "critical"?Identifying areas where with little effort the impact is at maximum or at optimum.
4. What are the objective of the corporation? BSC did not categorically state the ROE as corporate objective. 
5. Beside critical, key result areas are an alternative term.  What tool do you use to identify the CRITICAL AREAS? 
6. Pareto principles and sensitivity analysis are used to identify the  critical items.

Arriffin 012-2786282

Overall performance of the company

Is the company showing true performance?

1. Return On Equity is the company's main objective.
2. Growth or change is a better indicator.  Hence dynamic ratios is a better analytical tool..
3. Is growth due to efficiency and competency and not volume?
4. Is it market or competency driven?
5. What are the critical performance gaps?  Use ROE Chart
6. What are the critical competency gaps of the critical job holders?
7. Use BSC perspective to identify key competency gaps
8. Use benchmarks to identify key competency gaps ( industry best practices)
9. Has transfer of competency taken place?  during planning, action and appraisals.
10. Innovation must be introduced after best practices has been successfully adopted.

Performance could be attributed by either competency or innovation or both.

Arriffin Mansor 012-2786282