TRAINING NEED ANALYSIS 2018 - (surveys avoided): Overall performance evaluation is the ROE / ROA

Thursday, February 24, 2011

Performance Measurement of the CEO

Among the managers, the easiest performance measurement is that of the CEO.

The CEO's KPI is the return on equity i.e how much profit could be generated with every dollar invested in equity.

What are the generic key result areas of the CEO? The KRAs are actually the sub-components of the ROE.

Net Profit Margin + Asset turnover + Equity Multiplier OR as ratios

NP/Sales x Sales/Asset x Asset/Equity

The above KRAs could be broken down further to discover the root cause of any change.

Arriffin Mansor 012-2786282

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