Measuring Training Results by Arriffin Mansor

Here are my 10 steps training evaluation model.
(Gap analysis - before and after training)

1) Identify critical performance gaps within the company -  use ROE Du pont - compare against industry standards.
2) Identify competency gaps within the performance gap person or persons -
3) Chose who and what to train - identify best practices in the industry
4) Determine the right training delivery strategies - cluster and combined
5) Define training objective in term of KPI improvement.
6) Note input and output data before the training.
7) Note input and output data after the training.

8) Isolate the impact of volume in the results

9) Collect the cost of training including the opportunity costs

10) Collect output value of training and compute the ROI and rank them in term of priority.

Additional Notes
a) Use Du Pont ROE format for performance gap analysis.
b) Use best practices to identify required competencies.
c) Identify the relevant under perform job holders and teams.
d) Identify competency gaps
e) Use BSC perpectives to identify relevant learning.
f) Use component key result areas for root cause analysis.
g) Benchmarking for performance standards

INPUT OUTPUT ANALYSIS

1) Apply input and output analysis to understand work cause effect relationship. 
2) To understand the linkage with key performance indicators.
3) Measure performance improvement by the shift of the KPI line.

The benefits of the above approach.
1) Avoid the unnecessary 100% TNA survey.
2) Performance gaps analysis are more objective.
3) Training is linked to objective and strategies using the BSC perspectives.
4) The critical performance gaps are identified and addressed efficiently within a short time.

Arriffin Mansor
copyright 2010

Performance & competency Gap Analysis

1. Identify Critical performance gaps through the Du Pont ROE format.
• Financial Statement Analaysis
2. Rank gaps by the expected gains impacted by training.
• Pareto princple
• Sensitivity analysis
3. Establish competency profile of job holders through interviews, past records, and task analysis, benchmarks etc etc
4. Identify the relevant best practices and the competency profile of the successful practitioner.
5. Establish the competency gaps
6. Estimate costs of alternative training approaches
7. Estimate the impact of training and its' benefits
8. Compute the ROI and IRR of training for it's justification.

Performance & Competency Gaps Analysis****

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Our firm has developed and perfected a tool in analysing the above.

1.  Identify corporate performance gaps through du pont format which shows the ROE as corporate goals.
2. Gaps as compared to industry standards, targeted or past actuals.
3. Examine gaps for the exact KPI of the key job holders.
4. Identify benchmarks internal and external for best practices.
5. Convert best practices into a standard competency profile
6. Confirm whether it is improved performance or volume impact.(use the input output graphic model)
7. From performance gaps conduct competency gaps analysis by surveys, interviews, observations, profiling, experts opinion etc etc.
8. Cluster and combine competencies into delivery sets.

All these could be done within 21 days.

It is short sharp and precise method in identifying competency gaps
Call me for further information.

Arriffin 012-2786282

Input output analysis

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Our firm has invented an easy approach to evaluate impact due to change.
It is the easily understood graphical approach where the input is at the x axis and output at the y axis.

KPI lines are drawn to show the before, after and standard performance.

It shows value of improvement brought about by the change.

This tool could be applied by both management and lower staff.

Financial statement data are normally used for this purpose.

Arriffin 012-2786282
copyright - input output analysis 2009

3 Key Workshops on performance

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To improve corporate performance, 3 courses are relevant

1) Building a Business Plans - 3 days
(A guided workshops for senior managers in preparing the their company business plans)

2) Performance Team Building - 3 days
(for team members who operates in the performance system)

3) Performance Improvement Strategies - 2 days
(for the CEOs and key persons in the company)

Enquiries are welcome.
Hj Arriffin 012-2786282

Consultancy Services

We are prepared to provide the following study for clients.

a) Performance gap analysis - 7 day assignment
b) Competency gap analysis - 7 day assignment
c) Training Need Analysis - 21 day assignment

Based on these studies the company shall be able to prepare their plans for their next performance period.

All enquiries on scope and fees are welcome.
Hj Arriffin 012-2786282

Performance Improvement - 9 key steps

How do we improve the performance of a company?

1) Performance gap analysis
2) Output input analysis
3) Key Performance Indicators
4) Performance improvement matrix
5) Define objective and set goals
6) Key REsult Areas
7) Performance targets and benchmarkings
8) The strategic change and mapping.
9) Written action plans

Arriffin, 012-2786282
The inventor of performance matrix