Remote Online Learning - The New Normal after COVID-19 Outbreak
e-SCI-104 Improving TNA Practices & Creating a Competency Matrix
Schedule and Hours
Performance measurement helps organizations realize the gap between the actual performance and desired performance at the individual, group or even system wide level. Competency analysis is the phase that follows. Nowadays assessment of training requirements is aided by the presence of numerous diagnostic and prescriptive models. This program focuses on sharpening the powerful elements/skills used in training needs assessment.
The introduction of a competency matrix could be a small change but this will have a large impact on the organization’s HR policies and operational procedures. The development of the competency matrix, particularly in organizations that require compliance with regulatory standards, is an important step in performance focused management.
Training needs analysis refers to an investigation into whether training or some other organisational intervention can solve a performance problem; or enable a desirable new performance in the workplace. On the other hand, training needs assessment is the process of determining what knowledge, skills and attitudes employees need to perform their jobs. If a lack of knowledge or skill is indicated by the needs analysis, then a more detailed needs assessment is undertaken.
Learn an effective needs analysis procedure
Conduct a competency analysis
To instill in participants the importance and the positive impact that an effective TNA will have on the organization as well as the individual
To equip participants with the necessary tools to conduct an effective TNA
Using effective questionnaires, to equip organization with a realistic needs analysis approach, by functions or by departments
To establish and ensure that the TNA conducted proves to be an essential part of the systematic approach towards the organizational training and development growth
Breakdown analysis of departmental and organizational training requirements
Job analysis, job competency (technical, business & leadership categories) and KSA analysis techniques
Competency analysis by skill levels
Departmental representation of data
Questioning and listening skills
Data gathering techniques
Data gathering tools
Preparing for and conducting TNA interview
Identifying performance gaps
Cause analysis & competency analysis
Questionnaires development (by job functions and/or by divisions)
Planning, designing & implementing programmes based on collated information via questionnaires
Link the respective training needs to the master competency matrix (by referring to the skill levels)
Establishing priorities & preparing a training roadmap
HR Manager, Executives – in HR & training, subject matter experts from all divisions.
This is a 7 hours Remote Online Learning Programme (e-Training) This course runs from 9:00am – 5:00pm each day with periodic short breaks. This is an intensive session designed to include as much discussion as possible.