Training is about helping people to learn so that they can do their jobs to the required performance standards.
However most failed because the training programs are not based on the staff or organisational and business critical performance needs.
Training should be based on systematic assessment of both current and future performance needs.
The performance need analysis is initially conducted to arrive at a set of Critical performance gaps where the compentency gaps are drawn.
The diagnostic approach draws conclusions by examining performance data produced by the company's financial system.
We strongly hold the view that compentency gaps should be initially filtered by the critical performance gaps.
Training however should be based on systematic assessment of current gaps and future needs of the organisation.
It include a step by step procedure for conducting a cost effective, evidence based assessment from performance gaps to the identifying of non-performing job holders and profiling their competency for competency gaps.
HR Practitioners, Heads of departments and Trainers
Line managers
Instructional designers
Performance diagnosis are based on the financial statements
Use the ROE chart for sequencing Top down appraoch
Thus opinion survey is avoided with this approach.
Comparative study conducted between company against industry leaders
Performance gaps are further diagnosed to arrive at root causes
One of people problems could be competency gaps
Based on the industry, best practices are drawn
Conduct duty and task analysis to arrive at specific competency
At the end of the program, the participants shall be able
To conduct performance need analysis of his/her company.
Based on the PNA, to prepare a recommendation of training needs, it's action plan and justification.
Case study, performance based, and gap analysis
Assisted by prepared Excel templates and models
Identifying training or other solutions
Performance gaps through industrial bench marks
Critical performance gaps identified (ROE Chart)
Problems and issues confirmed by performance charts
Solutions and changes identified through key result areas
Non-performers identified and other solutions applied
Competency Profiling on staff
Best Practices as the basis
Competency gaps identified and confirm with jobholders
Training Needs
Impact Study on ROE
TNA deliverables
ROI Training
TNA report
Annual training plans
Presenting report to management
At the end of the workshop, you would be able to:
Event Date | Event End Date | Location | Individual Price | Capacity | Registered | Available place | Register |
---|---|---|---|---|---|---|---|
03-10-20 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
07-11-20 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
05-12-20 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
02-01-21 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
06-02-21 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
06-03-21 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
03-04-21 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
01-05-21 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
05-06-21 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 | |
03-07-21 | 30-11--1 | Millenium Square, Petaling Jaya, Selangor, Malaysia | MYR2,000.00 | 30 | 0 | 30 |
Day 1Identify critical performance gaps through industrial benchmarking |
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Day 2Profile the non-performers based on best practices for their competency gaps |