Training Needs Analysis - 6 steps

The most efficient and effective TNA is as follows:-
a) Identify Critical performance gaps - use ROE Chart - compare actual against standards

b) Evaluate the gaps to confirm lower efficiency - use input output analysis to remove the influence of other factors.

c) Task and sub task gap analysis to identify competency gaps

d) benchmarking to identify best practices - standard competencies

e) Standard competencies minus actual competence = competency gaps

f) Group and cluster competencies for training delivery purposes.

We initially look for performance gaps and thereafter competency.  This is the most objective analysis by avoiding opinion survey.

We can do TNA less than 30 days.

see TNA Chart for greater appreciation.

Arriffin 012-2786282

Spreadsheet Finance - 7 key steps

1) Cost analysis for decision making

• Cost concepts
• Break even analysis
• Activity based costings

2) Working capital management

• Current Assets minus current liabilities
• Trading Strategies

3) Fixed Asset Investment and depreciations

• Evaluate fixed asset investment
• Leverage /  loans

4) Equity and Leverage

• Shares
• Preference shares
• debentures / bonds
• Bank Loans

5) ROE objective and structure format.

• Financial strategies to achieve objective

6) Cash flow projections

• Templates
• Liquidity Planning

7) Constructing the financial statements

• Income statement
• Balance Sheet

8) Evaluation of financial performance

• ROE Chart

When is a Performance Gap a Developmental Need?

What is Identification of Training Need?

HR Management: Training & Development

Training Needs Analysis

From Performance Gap to Needs Analysis