TRAINING NEED ANALYSIS 2018 - (surveys avoided): TNA steps - 6

TNA steps - 6

identify critical performance gaps by ROE Charts
Evaluate performance through KPI measurements
Identify person or team and conduct personal competency analysis
identify best practices through benchmarking
Evaluate alternative training strategies by projecting costs
Justify training through return calculation

for further reference on KPI

www.abmconsult.blogspot.com

Subscribe to: Posts (Atom)

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