EFFECTIVE TNA***

Course Title	EFFECTIVE TRAINING NEED ANALYSIS
Target Groups	Training Executives,  HR managers and heads of departments
Type of course	In house  /   public
Learning Objective	To be able to identify training needs for the organization to achieve its business goals
Delivery Strategies	Zero based Lectures, group dynamics and case analysis,
Course Contents
	a)     Critical Performance Gaps
	b)    Identify key person competency profile
	c)     Competency gaps
	d)    Identify training needs through task analysis
	e)     Identify best practices f)     Prepare the annual training plans
	g)    Compute the ROI training.
Course Duration	2 days
Course Benefits	Identifying needs aimed at maximum impact to the objectives.
Our Unique Training approach	Performance and competency based TNA
Training Aids	Trainees should bring their calculators

©   Arriffin Mansor 2007

Why training need analysis?

1.  To determine the causes of poor performance – performance gaps analysis
2.  To provide a basis of measurement – key performance indicators
3.  To determine the desired training outcomes – desired competencies
4.  To determine the contents and scope of training -  task analysis
5.  To determine the whether training is needed -  competency gaps
6.  To gain management support -  ROI training.

©  Arriffin Mansor 012-2786282

Calculating ROI Training

Calculating ROI / IRR on training and development
	9.00-10.30		11.00-12.00	12.00-1.00		2.00-3.20		4.00-5.00
First day	Training evaluation – Kirkpatrick 4 level		Guidelines for evaluation of performance	Accumulate training  costs and benefits		ROI templates and calculations		Group work – computing the ROI case
Second day	Training Inputs and output analysis		Pitfalls in ROI  – measuring real efficiency	Projecting the net cash flows of training benefits		Group work - Computing IRR and NPV		Close Summary and action plans
	© ABM Consult  012-2786282

TNA and Justification****

Training Needs Analysis and Justification

This is an effective training analysis course to identify training needs and justifying them in a corporation. 

It include a step-by-step procedure  for conducting a cost-effective, evidence based assessment from performance to the competency gaps of key job holders.

We also demonstrate the right approach to calculate the ROI training.

This allows the organisation’s management to agree and  implement cohesive training programmes that matches the needs of the organisation.

COURSE OBJECTIVES

At the end of the programme, participants will be able to:

1.   identify organisational issues currently influencing the company’s training needs;
2.   identify the organisation’s training needs through performance gap analysis
3.   followed by  an effective competency gap analysis to identify  suitable organisational, functional/technical, personal behavioural competencies and skills required to meet  organisational vision;
4.  prepare strategic relevant training plans to achieve the  targeted results; and
5.   justify investment in training through the return on investment calculation.

WHO SHOULD ATTEND

Trainers, Managers, Executives, Human Resource Development Specialists and others who

make decisions about training and involved in analysing, designing and implementing

CONTENTS

1.   Identifying critical performance gaps within the company - financial statement analysis
2.  Check the direction and the trend of the company and the industry
3.   Internal and industry performance standards
4.    Benchmarkings and best practices in the industry.
 5.  Confirm performance evaluation of gaps
6.   Confirm competency gaps with best practices and performance standards
 7.  Obtain the necessary competency gaps through BSC perspective or the key result areas
 8   Cluster competencies for economical delivery strategies
9.   Note the current performance actuals.  
 10. Estimate the change in KPI after the training.
 11. Calculate the expected ROI training to justify intervention.
12. Rank training needs and plans for the year

Copyright:   arriffin@gmail.com © Arriffin Mansor 012-2786282

Measure the impact of training through KPI

When crafted and tracked properly, KPIs could also serve as a measure of improvement and progress towards a set of broader based goals or objectives.

Improvement in KPI measures indicate the improvement in performance as the result of training.

The change could  also be effectively shown through graphs. 

Key Performance Indicators are peformance or efficiency measures

KPI means key performance indicators, measuring performance
KPIs are mostly ratios -  between input and output variables

KPI measures
Type of information	Financial data	Produced by the accounting department
Methods	Key Performance Indicators	Meaningful  efficiency ratios
Scope	Any key performnce Areas	every one has their own performance areas
Length	Monthly	between two accounting periods
costs	Inexpensive	normal financial data
Focus	Job	work output
Exposure	No risk, low profile	self appraisal

Reasons for TNA

1. To identify training needs - critical performance gaps
• ROE Analysis 
• compare yours with your benchmarks
2. To determine causes of poor performance - competency or other factors?
• input output analysis
• Training or other solutions?
3. To determine contents and scope of training - Key Result Areas AND best practices
4. To determine the desired training outcome - performance goals
5. To provide a basis for performance measurement - Key Performance Indicators
6. To gain management support - ROI calculation
• Gains from training divided by
• Costs of training