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