In engaging with organisations in multiple sectors in all 9 provinces, there were two key issues that were uncovered that have an impact on the effectiveness of training. These two issues are an understanding of the OFO and how training can be used to strategically improve the organisation. The Lucent Sea Strategic Skills Seminar covered these topics over 4 sessions. These slides are from session 2 covering the information needed in order for training decisions to be strategic.

1. INFORMATION FOR SKILLS
PLANNING
Strategic Skills Planning
Session 2a
21st September 2017 | Apollo Hotel

2. L U C E N T S E A . C O . Z A

3. HOLISTIC APPROACH TO TRAINING
L U C E N T S E A . C O . Z A
TRAINING
What are the
Skills Gaps?
What impact has
training had?
What do we need to train?
Did the training achieve
the desired objectives?We need
Training!
SKILLS PLANNING

4. ID SKILLS NEEDS
SKILLS AUDIT (TRADITIONAL)
• Time Consuming
• Disruptive
• Expensive
PERSONAL DEVELOPMENT PLANS
(AGGREGATED)
• No strategic input
• Aggregated wish list
• Line managers’ ability to facilitate
L U C E N T S E A . C O . Z A

5. L U C E N T S E A . C O . Z A
Ideally what you need is
a process that is easy
to implemented but
accurately determines
skills needs at both a
high level for planning
purposes and an
individual level for
development purposes.

7. IDENTIFYING SKILLS NEEDS
Components and Input to a Training Plan
L U C E N T S E A . C O . Z A
Individual
Needs
Detailed skills
needs
Large cross
cutting needs
Strategic
Drivers
Skills needs to support
organisational strategy
Highly aggregated findings.
Average scores
Job level common skills gaps
PDP feedback

8. KEY STEPS IN CONDUCTING
AN EFFICIENT SKILLS AUDIT
1. What are you measuring
employees against?
2. How are you going to collect the
data?
3. How are you going to Analyse
and present the data
L U C E N T S E A . C O . Z A
Prepare
Assessment
Framework (Steps
1-3)
Collect Data
(Step 4)
Present Gap
Analysis (Steps 5-
6)

9. ASSESSMENT FRAMEWORK
What are you measuring employees
against?
1. Competency Frameworks
2. Job descriptions / Profiles
3. Existing Frameworks (OFO /
O*NET)
L U C E N T S E A . C O . Z A

10. DATA COLLECTION
How are you going to
gather the information
from employees?
1. Interviews
2. Panel
3. Focus Groups
4. Survey
180 vs 360?
L U C E N T S E A . C O . Z A

11. REMEMBER
We want enough
information to make our
decisions.
RESIST THE NICE TO
HAVES
L U C E N T S E A . C O . Z A

12. ANALYSIS
1. Information overload
2. Make sure you are gaining
the intelligence to inform
your decisions
L U C E N T S E A . C O . Z A