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