Competency gaps are training needs

Gaps are identified by comparing the performance of the company against a bench marked company in the same industry. Positive performance indicate strengths whereas the opposite shows weaknesses. Thereafter, proper winning strategies could be formulated and best practices could be recognized and adopted. All the above could be drawn objectively from the financial statements rather than relying on subjective opinion surveys which are popularly but wrongly applied in TNA.

Friday, February 11, 2011

Training Need Analysis in 60 days

What information is required for an effective 60 day TNA?
(a performance based training need analysis)

ideally 3 years audited financial statements
Business plans for the next 3 years if any.
Industry information - market leaders

Based on the above, we could identify the critical performance gaps and the critical success factors of the company.
From the performance gaps we could identify the responsible individuals and groups for the subsequent competency gap analysis..
Competency gaps are then recognised and alternatives training delivery strategies considered.

Everything can be done in 60 days.

The key steps are:

Critical Performance gaps
Redefine corporate objectives
Redefine Key Result Areas - Gaps
Identify key Functional gaps
Profitability gaps
Capital Management gaps
ROE performance gaps
Key Staff Profiling on best practices
Competency gaps
Delivery strategies
Training Justifications

We use KPI rate as a comparative measure of performance.

arriffin@gmail.com

Copyright: Arriffin 012-2786282

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