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Analisa Kebutuhan Pelatihan
Analisa Kebutuhan Pelatihan
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Training Need Analysis 80 - competency based

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Identifying training needs from competency gaps

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Training Need Analysis 80 - competency based

  1. 1. Training Need Analysis Performance and competency analysis Arriffin Mansor 1
  2. 2. Steps in TNA 2
  3. 3. Zero to critical competency gaps 3
  4. 4. Critical Performance Gaps  Obtain ROE du pont Chart  Convert figures into KPIs  Compare with industry best and standards  Observe trends and variances  Is the root cause performance or other factors?  Prioritise 4 to 5 performance gaps 4
  5. 5. Steps in critical competency gaps  Compare with best practices  Conduct and identify task and sub-task gaps  Is the gap caused by lack of competencies  Identify the knowledge skills and attitude required through Key Result Areas and BSC perspectives 5
  6. 6. Identify the Needed Skills  What are the job holders’ goals – current and future?  What competencies are currently in place?  What additional competencies needed to meet the goals?  Use BSC perspectives to arrive at the competencies required. 6
  7. 7. What is a critical skill?  A critical skill is one that, if not present, results in a task not being completed satisfactorily, if at all.  The lack of a critical skill causes problems, but the possession of it allows work to continue.  Recognize it by pareto principles or sensitivity analysis 7
  8. 8. Analysis and data collection on key roles  Develop job profiles and identify critical skills needed for the job role  Conduct an inventory of current skills  Evaluate employees’ competencies and skill levels 8
  9. 9. Develop job profiles and identify critical skills needed for the job role  Review current position descriptions for future needs  Consider the impact of upcoming statutory or regulatory changes on the work  Take the time to develop a list of competencies that most clearly and accurately describe what is needed to do the work 9
  10. 10. Performance based TNA 10
  11. 11. How to obtain the needed competencies 11
  12. 12. Evaluate the relevant job holders  Review Position descriptions  Job class specifications  Detailed Performance evaluations and employee assessments  Interviews/focus group meetings with supervisors, managers, and employees 12
  13. 13. Example of database Critical Skills for existing jobs Critical critical critical Identified job critical skill 4 current employee skill 1 skill 2 skill 3 customer Responding use of ALDER service by to mail admin clerk I filing/now database Telephone Requests /future /now /now Current Employee Skills Use of answering Spread Jane Doe type 35 wpm filing use of cash register telephone Sheet programs type 35 Answering copy machine knowledge of Word Bill Smith cook wpm telephone repair program knowledge of type 40 furniture Bobby Joe filing AKSAS and use of cash register wpm moving Akpay 13
  14. 14. The required training 14
  15. 15. 15
  16. 16. The benefits of Gap Analysis  Helps you refine and define competencies the organisation needs, now and in the future  Helps your employees know what critical skills they’ll need to grow  Helps you in recruiting efforts when current employees don’t have the skills or the interest 16
  17. 17. 17
  18. 18. By performance and competency gap analysis  We should obtain the following knowledge, skill and attitude gaps  The types and  The level  Training is to bridge the gaps with the right competencies 18
  19. 19. Types and depths of competencies 19
  20. 20. Competency Analysis 20
  21. 21. Types of competencies 21
  22. 22. Level of competencies 22
  23. 23. Steps in training needs 23
  24. 24. To arrive at the critical performance gaps 24
  25. 25. 25
  26. 26. Thank You Questions welcome 26

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