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Tna – corporate approach

How to arrive at the competency gaps from performance.

1 of 4
Training Need Analysis
– A corporate approach
Explaining the gaps in most TNAs
Analysing for performance gaps

Key                         Benchmarks                      Performance
Performance                                                 Gaps

   • ROE Du Pont                 • Within                        • Key Result
     Chart                         organisation                    Areas
   • Key Result                  • Within                        • Teams
     Areas                         industry                      • Individuals
   • Key                         • Global
     Performance
     Indicators


          Using financial reports – key performance indicators
Identifying competency gaps

Performance         Person analysis            Best practices         Competency
gaps                                                                  gaps

    • Kery result       • Set of                   • Best                • Leadership
      areas               competencies               performers          • Management
    • Teams             • Types of                 • Best practices      • Technical
    • Persons                                      • competencies        • Social
                                                                         • etc




                                 Job and Task Analysis
Finding the competency gaps

 An effective and practical approach
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Tna – corporate approach

  • 1. Training Need Analysis – A corporate approach Explaining the gaps in most TNAs
  • 2. Analysing for performance gaps Key Benchmarks Performance Performance Gaps • ROE Du Pont • Within • Key Result Chart organisation Areas • Key Result • Within • Teams Areas industry • Individuals • Key • Global Performance Indicators Using financial reports – key performance indicators
  • 3. Identifying competency gaps Performance Person analysis Best practices Competency gaps gaps • Kery result • Set of • Best • Leadership areas competencies performers • Management • Teams • Types of • Best practices • Technical • Persons • competencies • Social • etc Job and Task Analysis
  • 4. Finding the competency gaps An effective and practical approach