TRAINING NEED ANALYSIS 2018 - (surveys avoided): Training Need Analysis - 10 point steps

Training Need Analysis - 10 point steps

Determine the new direction or strategies of the company.
Identify critical performance gaps against internal and external; industry standards.

use ROE chart as overview.
Use sensitivity analysis and pareto to identify criticality

Identify KPI measures for stated goals

Establish method of selection criteria

Analyse key persons for competency gaps.
Conduct job analysis to identify competency gaps
Collect other data to confirm causes - survey and expert opinions
Use input output analysis to measure net improvement in performance.
Value Creation Strategies

ROE strategies
Improvement matrix
Key Result Area Analysis
Component ratio analysis

Use BSC perspectives to draw competency needs
From performance to persons to competency gaps to right competencies.
From competency gaps to delivery strategies to expected training benefits and ROI training.

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WEDNESDAY, MAY 18, 2011

Training Need Analysis - training timetable

	TRAINING NEED ANALYSIS
TIME	9.00-10.30		11.00-12.00	12.00-1.00		2.00-3.30		4.00-5.00	Assignments
DAY
1	Critical performance gaps use ROE du pont		Is gaps caused by competency	Use KPI to measure performance gaps		Benchmark to identify best practices Use BSC to identify learning and knowledge		Identify key persons	Performance gaps
2	Confirm competency gaps through alternative means		Combine and cluster competencies through alternative delivery	Justify training through expected benefits		Input output analysis to calculate expected performance improvement		Evaluate Training through ROI	Competency gaps
© Arriffin Mansor 012-2786282

Arriffin Mansor 012-2786282

Training Need Analysis - 7 step

1. Determine the new direction of the company - ROE Chart

2. Identify the critical performance gaps by comparing the new direction with the current performance.

3. Use the BSC perspectives towards and identifying learning and growth.

4. Identify Critical job holders and compile their competencies.

5. with internal and external benchmarks recognise best practices

6. From best practices, draw down the required gap competencies

7. Cluster and combine gap competencies into delivery set.

Contact Arriffin 012-2786282

Kuala Lumpur, Malaysia