TNA that comply with best practices

(Our TNA approach as described further down is in line with the best practices adopted by HRDF Malaysia)

A PERFORMANCE BASED APPROACH a suggested practice by the Malaysian HRDF.

1. Identify critical performance gaps based on financial statement analysis through benchmarking internally and externally.
2. Incorporate new strategies and best practices adopted by management for the coming periods.
3. Identify the critical groups or persons that require performance improvement and competency profiling.
4. Identify competency gaps that requires training solutions.
5. Identify the expected training benefits and justify training through the ROI.

How to identify performance gaps through financial analysis and benchmarkings.

1. ROE Du Pont Chart
2. Functional Key Performance Indicators
3. Process Indicators
4. Input efficiency indicators

How to identify competency gaps among the critical group or persons lacking in performance above.

1. Job Analysis  -  objectives / goals
2. Duty analysis -  key result areas /  job descriptions
3. Task Analysis -  key activity / job specifications

Use the BSC perspective to identify learning and growth on the performance objectives.

Measure their knowledge, skills and attitude through observation and interviews with the job holders and their bosses and peers.

The competency gap analysis is confined only to the critical non-performers.

The ROI is computed by dividing the expected training benefits by it's costs.

The training gains and benefits is derived by performance after training less performance before training.

The input output graphic presentation illustrates the net benefits in training.

Top 16 BEST PRACTICES IN TRAINING -  Extracted from the booklet by HRDF Malaysia

1. Top Management must be positive role models for training.
• discussed with CEO and key functional heads
2. Heads of departments should be actively involved in training.
• Both Gaps agreed with them
3. Training is linked to the business plans and continouse improvement.
4. Dedicated training personnel to provide customised and targeted training.
5. Flexible budgeting approach
6. Take advantage of the levy and government financial support
7. Annual training plans
• prioritized training activities based on ROI
8. Ensure new recruits complete mandatory training programs before confirmation.
• understand company's performance policy
9. Develop a culture of learning i.e training culture and systems
10. Employee should know the importance of continous training
• on and off the job training
11. Training is linked to performance appraisal and remuneration.
• KPIs used in the above functions
12. Formal job description
• base on best practices and key result areas
13. Conduct staff performance appraisals to identify skill gaps
14. Identify department needs for training
• gaps are departmental needs
15. Obtain information from multiple sources: CEOs, HODs, employees, performance appraisal
16. Develop core mandatory programmes 

Extracted by Arriffin Mansor 012-2786282