Training Need Analysis Performance and competency analysis Arriffin Mansor 1 Steps in TNA 2 Zero to critical competency gaps 3 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 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 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 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 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 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 Performance based TNA 10 How to obtain the needed competencies 11 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 Example of database Critical Skills for existing jobs Identified job Critical skill 1 admin clerk I customer service by Telephone /now critical skill 2 critical skill 3 critical skill 4 filing/now Responding to mail Requests /now use of ALDER database /future current employee Current Employee Skills Jane Doe answering telephone Use of Spread Sheet programs Bill Smith type 35 wpm Answering telephone cook copy machine repair knowledge of Word program Bobby Joe type 40 wpm filing furniture moving knowledge of AKSAS and Akpay use of cash register type 35 wpm filing use of cash register 13 The required training 14 15 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 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 Types and depths of competencies 19 Competency Analysis 20 Types of competencies 21 Level of competencies 22 Steps in training needs 23 To arrive at the critical performance gaps 24 25 Thank You Questions welcome 26