Our tools in TNA - 5 secret steps

These steps below are not used by other consultant in conducting TNA.
  1. The Du Pont  accounting chart - with clear set of ROE objectives 
  2. Identify performance gaps through benchmarkings internally and externally.
  3. Identify critical gaps through Pareto or sensitivity analysis
  4. Input output Analysis to show the KPIs. - the before and after training performance measures
    • before KPI measures show current performance
    • After KPI measures show changed performance after training
  5. BSC perspectives to identify the HR strategies and competencies based on clear set objectives.

Six steps in developing the annual training plans
  1. Critical Performance gaps -benchmarkings with best practices
  2.  Critical Job Holders -
  3.  Critical Competency Gaps  on the selected job holders
  4. Critical Training Needs through job /duty /task analysis
  5. Justify training through ROI.
  6. Annual Training Plans - prioritized projects
---------------------------------------------------------------------------------------------------------
job reporting to
Job objectives
job description
authorities
duties and tasks
job specification

Job responsibility
Defined job objectives
Job Key Result Areas
Job KPIs



Subscribe to: Posts (Atom)