Identifying competency gaps through performance gaps.
(the only effective training need analysis)
- Identify critical performance gaps of the company with suitable benchmarks.
- From ROE check in depth at the bottom of the Du Pont Chart.
- Check the root cause of poor performance beside competency.
- identify performance gaps purely contributed by lack of competencies.
- Identify critical job holders to check on their competencies
- Draw best practices from benchmarks and compare them to arrive at the unique competency gaps.
- Confirm types of competency needs through BSC analysis. OR
- Confirm competencies through alternative processes.
- survey questionaire
- focus groups
- observation
- task analysis
- personal records
- Personal interview
- Chose appropriate training delivery for most economical approach. Conduct cost benefits analysis to justify training. (use before and after training comparison)
- Calculate the training benefits through the performance improvement gains
- divided by the training investments/costs
- ROI training
- Submit TNA reports.
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