Standard Operating Procedures SOP

What should be in the SOP?

definition:  A set of fixed instructions or steps for a carrying out routine operations.

9 elements

1. Performance objectives / goals / kpis
2. Key Result Areas to achieve goals
3. Key Performance Indicators / Efficiency measures
4. Internal Control systems - promote efficiency, integrity and objectivity and performance.
5. Chart of Authority - delegation of authority
6. Functional descriptions, process and activity description.
7. Strategic Maps - linkage to the organisation
8. Key Activity budgets.
9. Input output system and
10.  the value chain system

Arriffin Mansor 012-2786282

ROI training Formula

What is ROI?

1. ROI or return on investment is a measure justifying all kind of investments.
2. ROI is a ratio dividing profit with investment.

Training investments definition

• All costs involved to improve the competencies of the staff.

Training income / impact definition

• All improvement recorded after the training interventions, performance after training less before training.
• Identify the key performance indicator to measure results of training
• Compute the before and after KPI ratios
• Use input output graph to measure the impact of competency improvement.

EXAMPLE - calculating the ROI.

Before training performance -   RM3,000 sales profit 

After training performance -     RM 5,000 sales profit

One year impact RM2,000 x 12  =  RM24,000

If training costs is   RM20,000, profit is RM4,000 divided by RM20,000

ROI is 20% per annum  

Difficulty in evaluating training

1. Unlike other investments, the impact and outcome in training is continuous and infinity.  The impact on staff training could be long and timeless.
2. Measuring precise training costs and investment is almost impossible.
3. Classroom training costs are easier to account but on the job training and coaching is difficult to value and demarcate.

Arriffin Mansor 012-2786282

Performance based TNA***

	Course title		TRAINING NEED ANALYSIS
	Target Group		HR heads, practitioners, consultants, CEOs, CFOs and Training Consultants
	Duration		3 office days
	Course objective		Ability to manage  performance and competency for improvement and reward recognition purposes.
	Course outline		1.       Performance gap analysis: Current  - Required Performance 2.       New Business directions -  New Req Performance 3.       Competency Profile -  Best Performers / Best Practices 4.       Key Performance Indicators 5.       Benchmarking /   Industry Standards /   Best Practices 8.       Task analysis / competency analysis 9.       BSC perspectives in learning 10.   Innovation and new competencies
	Learning Outcome		To be able to conduct the annual TNA for a company.
	Proposed Fee		RM5,000  x 3 days
	Trainers		Arriffin Mansor

Arriffin Mansor 012-2786282