Training Need Analysis in 6 key steps
- Identify Critical performance gaps (bench marks with industry standards)
- ROE Chart Du Pont
- Benchmarked standards
- Input output graph to measure actual performance
- Identify the critical job holders (non-performers yet critical)
- BSC perspectives
- KRA - pareto principles
- gaps caused by competency and not by volume change
- KPIs
- Job analysis
- Identify the unique critical competency gaps (compare performers against non-performers)
- knowledge gaps
- skill gaps
- attitude gaps
- Conduct alternative confirmation on the unique competency gaps
- check with supervisors
- personal interview
- personal training records
- duty and task analysis
- Conduct training need justifications
- training inputs, output and outcome.
- ROI / IRR justification
- Submitting TNA report
Copyright: Arriffin Mansor
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