SCI-104 Improving TNA Practices & Creating a Competency Matrix
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.
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
- Performance analysis
- 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
- Prepare report
HR Manager, Executives – in HR & training, subject matter experts from all divisions.
This is a 2-days programme.
This course runs from 9:00am – 5:00pm with an hour for lunch and periodic short breaks.
This is an intensive session designed to include as much discussion as possible. Lunch and breaks provide an opportunity for further questioning and discussion with the instructors.
Public Training Schedule:
This course runs from 9:00am – 5:00pm with an hour for lunch and periodic short breaks.
This is an intensive session designed to include as much discussion as possible. Lunch and breaks provide an opportunity for further questioning and discussion with the instructors.
Public Training Schedule:
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Investment Rate: RM 1, 300 per pax
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All of our training modules are claimable under HRD Corp SBL Khas
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