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Training Need Analysis

Performance and competency analysis

Arriffin Mansor

Steps in TNA

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Zero to critical competency gaps

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Critical Performance Gaps

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

Compare with best practices 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

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?

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

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

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

Performance based TNA

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How to obtain the needed competencies

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Evaluate the relevant job holders

Review Position descriptions

Job class specifications

Detailed Performance evaluations and employee assessments

Interviews/focus group meetings with supervisors, managers, and employees

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Example of database

Critical Skills for existing jobs

Identified jobCritical skill 1

critical skill 2

critical skill 3

critical skill 4 current employee

admin clerk I

customer service byTelephon

e/now

filing/now

Respondingto mailRequests /now

use of ALDER database /future

 

Current Employee Skills

Jane Doeanswering telephone

Use of SpreadSheet programs

type 35 wpm filing use of cash register

Bill Smithtype 35 wpm

Answering telephone

cookcopy machine repair

knowledge of Word program

Bobby Joetype 40 wpm

filingfurniture moving

knowledge of AKSAS and Akpay

use of cash register

The required training

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The benefits of Gap Analysis

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

We should obtain the following knowledge, skill and attitude gaps The types and The level

Training is to bridge the gaps with the right competencies

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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