Competency Gap Training Needs

8 steps TNA -  the effective approach

(Performance - Competency - TNA)

1. Identify the critical performance gaps from ROE / ROA Chart of the company
2. Next, identify the key job holders or team who has failed to perform to standards.
3. Identify best practices from benchmarked performers.
4. Conduct competency profiling on the best performers.
5. Identify competency gaps of the key job holders by job, duties and task analysis.
6. Cluster training needs and identify the appropriate training strategies and their costs.
7. Justify training from the expected ROI.(cost benefit analysis)
8. Prioritize training for next year based on it's  ROI and criticality

Note :  

TNA based on purely 100% competency survey would be costly.   With the initial performance based approach, the subsequent competency analysis is conducted for selected non-performers.  It is more precise, objective and cost effective.

Copyright :  Arriffin Mansor 012-2786282

Training Need Analysis****Performance first

TRAINING NEED ANALYSIS -  performance first
1	Course Title	Training Need Analysis – performance first
2	Target Groups	Training and HR executives and managers, Heads of departments
3	Type of Courses	Public / In house
4	Learning objective	Identify training needs of an organisation Preparing the training plan for the year
5	Delivery Strategies	Zero based, group dynamics and case analysis
6	Course contents	New corporate direction Critical performance gaps Benchmarking and industry standards Critical job holders Competency gap analysis through best practices Task Analysis BSC analysis for critical competencies Delivery Alternatives and cost estimation Annual Benefits Training Justification /  priority
7	Course Duration	2 days
8	Course Benefits	Maximum impact training for the organisation
9	Our Unique approach	Performance and competency based TNA
10	Training Aids	Bring calculators or note book

                                                     Arriffin Mansor 012-2786282