Training Need Analysis
Performance and competency
analysis
Arriffin Mansor
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Steps in TNA
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Zero to critical competency gaps
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Critical Performance Gaps
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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
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Compare with best practices
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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
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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?
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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
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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
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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
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Performance based TNA
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How to obtain the needed
competencies
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Evaluate the relevant job holders
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Review Position descriptions
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Job class specifications
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Detailed Performance evaluations and
employee assessments
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Interviews/focus group meetings with
supervisors, managers, and employees
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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
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The required training
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The benefits of Gap Analysis
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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
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We should obtain the following
knowledge, skill and attitude gaps
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The types and
The level
Training is to bridge the gaps with
the right competencies
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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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