Preparing the annual training plans Hj Arriffin Mansor
Training need analysis1. From best practices obtain performance and competency standards.2. Obtain critical performance gaps, by comparing actual against standard performance. – Check the competency profiling of the critical poor performers – Obtain the critical competency gaps3. From the Established New direction and improved targets, identify new learnings required for the targeted job holders.
TNA - 24. Estimate the cost of alternative delivery and the benefits derived from them.5. Justify and prioritise the training through ROI calculation.6. Evaluate training effectiveness through the KPI improvement.
Identify key job holdersCompetency Profile Competency Gaps Industry Best Practices
Training Need Analysis Training Performance Performance gaps identified Evaluation Gaps through ROE Chart Using KPIs to measureAlternative performers Poor Training Performers Solutions Competency Benchmarking for best Gaps practices
Detailed Job Holders performance competency and job profile analysis Critical Competency Performance Gap Gaps identifiedBest Practices Training Specific in the industry need training solutions analysis
Key Performance Key Performance areas Indicators Measure performance dueROE chart Best to competency practices improvement in the Industry
ROI for Training effectiveness Calculate Pre- the ROI training training data Tabulate KPI of the cost of existing training Input output graph as a activities measure of training Isolate the Post effect of training volume Data KPI of change
Training Performance Evaluation GapsAlternative Poor Training Performers Solutions Competency Gaps
Training Evaluation Outcome Trainee’s based ReactionOutput Learningbased perception Skill or competency based