5 KEY STEPS to the annual training plans
- 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
- 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
- Training Delivery Strategies - on and off
- costs
- Training vs other interventions
- on the job, coaching and mentoring
- off the job.
- Training justification
- Expected ROI
- 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
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