Post on 28-Nov-2014
description
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Training Need Analysis
Performance and competency analysis
Arriffin Mansor
Steps in TNA
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Zero to critical competency gaps
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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
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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
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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.
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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
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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
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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
Performance based TNA
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How to obtain the needed competencies
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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
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Example of database
Critical Skills for existing jobs
Identified jobCritical skill 1
critical skill 2
critical skill 3
critical skill 4 current employee
admin clerk I
customer service byTelephon
e/now
filing/now
Respondingto mailRequests /now
use of ALDER database /future
Current Employee Skills
Jane Doeanswering telephone
Use of SpreadSheet programs
type 35 wpm filing use of cash register
Bill Smithtype 35 wpm
Answering telephone
cookcopy machine repair
knowledge of Word program
Bobby Joetype 40 wpm
filingfurniture moving
knowledge of AKSAS and Akpay
use of cash register
The required training
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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
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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
Types and depths of competencies
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Competency Analysis
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Types of competencies
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Level of competencies
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Steps in training needs
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To arrive at the critical performance gaps
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Thank You
Questions welcome
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