Training Need Analysis****5

5  KEY STEPS to the annual training plans

1. Critical performance gaps through Du Pont ROE chart
• compare against industry standards
• Identify non-performers and group of non-performers
• confirm gaps with input - output analysis on the job holders.
• Sensitivity analysis to identify criticality
2. Competency gaps by personal profiling and best practices through industry standard competencies
• identify relevant tasks
• interview job holder, bosses and check personal files for competencies
• Technical and management competencies
• Check breath and depth
• BSC perspectives to identify learning and growth
3. Training Delivery Strategies - on and off
• costs
• Training vs other interventions
• on the job, coaching and mentoring
• off the job. 
4. Training justification
• Expected ROI
5. Annual Training Plans
• budget and priority

POSITIVE GAPS ARE STRENGTHS

NEGATIVE GAPS ARE WEAKNESSES

OPPORTUNITIES -   MARKET VACUUM NOT TAKEN UP BY OTHERS

THREATS  -   MARKET POSITION THREATENED BY  COMPETITORS

Need Statement

Need Statement

What is the key problem -  critical performance gaps

·         Under performance based on industry standards?

·         Under performance by your standards

What are your current critical performacne gaps?
(use the ROE chart)

• ·         Marketing
• ·         Finance
• ·         HR
• ·         Operations

Why the performance gaps?

• ·         Competency gaps  (training solutions)
• ·         Lack of motivation
• ·         Lack of resources
• ·         Lack of information
• ·         Lack of authority

What are the root cause of the problems?

·       -  competency gaps

• ·         System change
• ·         Others............
• ·         People
• How much does it costs?
• ·         Hardware ...............
• ·         Software ...................
• ·         Training ........................

·        ........

What are the targeted improvement change?

• ·         Profits growth
• ·         Sales growth
• ·         Cost reduction
• ·         Quality improvement

Justifying the proposed change with ROI

Arriffin Mansor 012-2786282  arriffin@gmail.com

Preparing the annual training plans

PREPARING THE ANNUAL TRAINING PLANS

1. Identify New direction of the company - define the corporate goals
2. Identify key result areas or more precisely key performance areas.
3. Identify key performance gaps through benchmarks
   
4. Identify best practices
5. Identify job holders with critical performance gaps
6. Unique competency gaps between between the non-competent and the competent.
7. Identify critical competency gaps
8. Estimate the cheapest delivery alternative costs
9. Estimate annual benefits for each training
10. Compute ROI of training to justify training activities
11. List training in term of ROI priority

Arriffin Mansor 012-2786282

PERFORMANCE AUDIT - the first step towards TNA

(measure performance and analysis for training purposes -  read this article with others)

1.  Performance gaps analysis
      (use Du Pont ROE Chart)

• Organizational Objectives - BSC perspectives
• Critical performance gaps - using KPIs
• Management audit

2.  TARGET POPULATION 

      (Targeted Job Holders with Critical Performance Gaps)

• No. of Participants
• Location
• Department
• Education/Experience
• Background
• Current Job Experience / Job Description
• Current Performance vs Expected Performance
• Language/Cultural Differences
• Anticipated Attitudes

3.  TASK ANALYSIS ( Detailed competency analysis)

• Duties
• Task Description
• Frequency
• Proficiency
• Performance Criteria
• Conditions
• Underpinning Knowledge
• Skills , Attitudes
• Competencies
• KRAs
• BSC perspectives
• KPIs
• Best Practices
• Benchmarkings 
1. 
   
2. Job Analysis

• Level of knowledge
• Level of Skills

How job descriptions are affected by performance management

1. Establish and define performance objective - job description
2. Establish and agree on performance gaps between the achieved and the standards
3. Identify best practices and sets of required competency.
4. Discuss and agree on key result areas - job description
5. discuss and agree on key performance indicators - job description
6. Delegating by performance metrics
7. Accountability by performance results and performance evaluation
8. Job description shows the person you report to.
9. Job description also define the required authority to be delegated.

                                        Arriffin Mansor 012-2786282

EFFECTIVE TNA***

Course Title	EFFECTIVE TRAINING NEED ANALYSIS
Target Groups	Training Executives,  HR managers and heads of departments
Type of course	In house  /   public
Learning Objective	To be able to identify training needs for the organization to achieve its business goals
Delivery Strategies	Zero based Lectures, group dynamics and case analysis,
Course Contents
	a)     Critical Performance Gaps
	b)    Identify key person competency profile
	c)     Competency gaps
	d)    Identify training needs through task analysis
	e)     Identify best practices f)     Prepare the annual training plans
	g)    Compute the ROI training.
Course Duration	2 days
Course Benefits	Identifying needs aimed at maximum impact to the objectives.
Our Unique Training approach	Performance and competency based TNA
Training Aids	Trainees should bring their calculators

©   Arriffin Mansor 2007

Why training need analysis?

1.  To determine the causes of poor performance – performance gaps analysis
2.  To provide a basis of measurement – key performance indicators
3.  To determine the desired training outcomes – desired competencies
4.  To determine the contents and scope of training -  task analysis
5.  To determine the whether training is needed -  competency gaps
6.  To gain management support -  ROI training.

©  Arriffin Mansor 012-2786282

Calculating ROI Training

Calculating ROI / IRR on training and development
	9.00-10.30		11.00-12.00	12.00-1.00		2.00-3.20		4.00-5.00
First day	Training evaluation – Kirkpatrick 4 level		Guidelines for evaluation of performance	Accumulate training  costs and benefits		ROI templates and calculations		Group work – computing the ROI case
Second day	Training Inputs and output analysis		Pitfalls in ROI  – measuring real efficiency	Projecting the net cash flows of training benefits		Group work - Computing IRR and NPV		Close Summary and action plans
	© ABM Consult  012-2786282

TNA and Justification****

Training Needs Analysis and Justification

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

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

We also demonstrate the right approach to calculate the ROI training.

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

COURSE OBJECTIVES

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

1.   identify organisational issues currently influencing the company’s training needs;
2.   identify the organisation’s training needs through performance gap analysis
3.   followed by  an effective competency gap analysis to identify  suitable organisational, functional/technical, personal behavioural competencies and skills required to meet  organisational vision;
4.  prepare strategic relevant training plans to achieve the  targeted results; and
5.   justify investment in training through the return on investment calculation.

WHO SHOULD ATTEND

Trainers, Managers, Executives, Human Resource Development Specialists and others who

make decisions about training and involved in analysing, designing and implementing

CONTENTS

1.   Identifying critical performance gaps within the company - financial statement analysis
2.  Check the direction and the trend of the company and the industry
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 economical delivery strategies
9.   Note the current performance actuals.  
 10. Estimate the change in KPI after the training.
 11. Calculate the expected ROI training to justify intervention.
12. Rank training needs and plans for the year

Copyright:   arriffin@gmail.com © Arriffin Mansor 012-2786282