Concept and guidance How to conduct learning need analysis

1. LEARNING NEED
ASSESSMENT
CONCEPT &
IMPLEMENTATION

2. • The objective of the LNA is to accurately establish the
existing competency of the individual, based on the
individual's self-assessment (rather than by an external
training facilitator), before commitment is made to training.
• This ensures that the individual receives the correct
training.
• If the individual does not have the necessary prerequisite
skills the training uptake will not be sufficient to justify the
training (a wasted investment).
• If the individual's existing skill level is too high, the training
effort (investment) will be spent at a level too low to
maximise the benefits.
• Proper planning of training, based on the LNA, optimises
the benefits to the company and the individual
Background
Landasan Teori

3. LADASAN TEORI
LNA Overview
Need Assessment
Overview

4. Training Center
• The objective of the LNA is to accurately establish the
existing competency of the individual, based on the
individual's self-assessment (rather than by an external
training facilitator), before commitment is made to training.
• This ensures that the individual receives the correct
training.
• If the individual does not have the necessary prerequisite
skills the training uptake will not be sufficient to justify the
training (a wasted investment).
• If the individual's existing skill level is too high, the training
effort (investment) will be spent at a level too low to
maximise the benefits.
• Proper planning of training, based on the LNA, optimises
the benefits to the company and the individual
Why Conduct LNA ?
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5. Training Center
Trigger Situation
Deficiencies Opportunities
Strategic Vision
Fulfillment
Emergency Change Fad
Proactive Reactive Adaptive Reversive
• Top down
Approach
• External
Consultant
Partcipation
Unacceptable
performance
level :
• Customer
dissatisfaction
•High reject rate,
• etc
• External change
(merger, acquisition,
new tech, etc)
•Internal change
(invention,
transformation, etc)
Solution Was
Acquired Without
Any Study
•Need To Force-Fit
To Organization
Needs
• Reverse process
•Standard Training
•Mandatory
(Corporate dan
Divisi Program)
•Yearly Program
• Customized
Program
• On-request
• Datel Program
• Monthly
Program
• Standard Program
• Mandatory
Program
• Division Program
• Yearly/Semesterly
Program
• Customized Prog.
• On-request
• Corporate/Division
Program
• Quarterly Program
LNA CATEGORIES
Program
Type
Feature
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6. Training Need
Competency Gap
New SKA Need
Job & Training
Profile
Competency
Model
SKA Gap
LEARNING NEED ASSESSMENT TYPE, METHODS & OUTPUT
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Strategic Needs
Analysis
Competency-
Requirement
Analysis
Job and Task
Analysis
New Training
Needs Analysis
• Interview
• Focus
group
• Survey
• Interview
• Questionnaire
• Focus group
• Observation
• Interview
• Focus group
• Survey or
Questionnaire
• Observation
• Interview
• Focus group
• Survey or
questionaire
• Obeservation
• Process map
• Market Need
• Organization Need
Performance Gap New Training Gap
LEARNING NEED ASSESSMENT

7. • Examine existing performance problem
(reactive) or address new and future
performance needs (proactive) in the
contex of organization’s business
strategy
• Develop longterm performance
improvement plan
Purpose
• Link performance improvement needs
to business strategy of organization
• Identify performance improvement
opportunities at organizational, process,
and job level
When to use ?
1. Strategic Needs Assessment Approach
1. Phase I : Assess Current Situation - Identify Key business issue, Length
problem existed, Consequences of not solving problem, business process
affected, performance improvement goals and obstacles to success
2. Phase II : Examine External Environment - Consulted industry and trade
journals and reviewed customer satisfaction survey
3. Phase III : Examine Internal Environment - Review business plan for
applicability to the changing environment
4. Phase IV : Chart Future Environment : draw up plans for what would be
needed to regain lost market share
5. Phase V : Develop Performance Improvement Plan - assess the
organization’s readiness for change
6. Phase VI: Identify Skill, Knowledge and Attitude (SKA) Gap
7. Phase VII : Identify Individual Training Need
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8. • Identify knowledge, skill, and attitude for job
superior job performance
• Build success profile for job functions
Purpose
• Identify competencies for managerial,
supervisory of professionals jobs
• Measure proficiency levels of people
• Develop standardized training
• Develop performance management systems
(recruiting, hiring, promoting, or career
planning)
When to use ?
1. Phase I : Develop a Project Plan
 Establish Parameters : Define purpose (training, pm,cp,etc), How many competency model must be created ?
 Identify Key Players : Who involved ? (Steering commite, HR Mgr, SME, Target audience, etc )
 Develop Work Plan : Make schedule of events
2. Phase II : Conduct Behavioral Interviews
 Obtain Preliminary Information :Ask their job responsibilities
 Obtain Behavioral Information: Identify main responsibilities, SKA needs, result/ouput
3. Phase III : Conduct Competency Model
 Create Competency Dictionary : Define Core Clusters to the Job function (Sales, Administration, Engineering,
etc)
 Create Competency Model : Define Dimensions and Core Clusters to Specific Job Function ( JAM, AM, SAM,
EAM, AR, etc)
4. Phase IV : Assess Competency Gap
 Identify Gaps : Develop question and ask respondents to rank values and attitudes use Likert scales.
 Analyze Result
5. Phase V : Identify Individual Training Need
2. Competency-Based Assessment Approach
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9. Dimensions
AM SAM EAM
Core Clusters
1. Leadership : Uses the company vision to help
others achieve personal and organizational goals
Influencing Coaching
Influencing
Coaching
Influencing
Vision
2. Interpersonal : Projects an attitude that is
positive, perceptive, and sensitive to audience needs
Articulation
Listening
Self-Awareness
Articulation
Listening
Self-Awareness
Articulation
Listening
Self-Awareness
3. Knowledge of Industry : Maintains an up-to-
date understanding of the industry journals, attending
meeting and conventions, and nw
Product Knowledge
Market Knowledge
Product Knowledge
Market Knowledge
Product Knowledge
Market Knowledge
4. Management : Uses company resources and
personal to meet or exceed company goals
Decision making Decision making
Budget control
Staffing
Team building
Decision making
Budget control
Staffing
Team building
5. Sales Skill : Meets or exceeds sales goals by
anticipating and responding to clients needs for
services and products
Prospecting
Presentation
Persuasion
Customer Service
Presentation
Persuasion
Customer Service
Presentation
Persuasion
Customer Service
6. Personal Attribute : Possesses values,
attitudes, qualities, and behavior that are consistent
with the industry and the organization’s standards
Initiative
Integrity
Flexibility
Initiative
Integrity
Flexibility
Initiative
Integrity
Flexibility
Competency Model – Sales (I)
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10. Dimensions
I II III
Core Clusters
1. Personal : A reflection of some
aspect an individual’s maturity in relation
to others and to work
Self confidence Initiative Achievement
Orientation
2.Thingking : An understanding of
and reflection on complex matters
Conceptual
thinking
Information
seeking
Creative
thinking
3. Technical : Function-specific
knowledge and skills
Sound
Business
Understanding
4. Relational : Leadership,
management, and interpersonal skills
Leadership Interpersonal
Understanding
Teamwork and
Cooperation
Competency Model – Branch Manager (II)
Sound Business Understanding : Have understanding of all business operation, including finance,
marketing, product development, government regulation, business strategy, and seasonal trends, act as
business partner and/or advisor in business decision. Provide insight to new-product development; act as
continuous source of information and insight into local competition; keep a breast of industry changes and
developments, interpret business trends, and make sound decision accordingly; and identify long-term
business opportunities and encourage the bank to take advantage of them
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11. • Determine responsibilities and task
necessary to perform a job
Purpose
• Develop new job descriptions or revise
existing position profiles
• Identify task listing for new or redesigned job
functions, knowledge, skills and abilities, and
standards
• Develop consistent training requirements,
especially for technical and specialized jobs.
When to use ?
1. Phase I : Prepare
 Identify High Performers
 Prepare Job Analysis Questionnaire
 Prepare Materials
2. Phase II : Conduct Job Task Analysis Work Session
 Refine Job Responsibilities
 Identify Job Task
 Identify Training Requirement
 Define Job & Training Profile
3. Phase III : Conduct Performance Assessment
 Prepare a preliminary draft
 Present the draft to supervisor
 Approve by Human Resources
4. Phase IV : Analysis Training Gap
 Identify Individual Training Need
3. Job and Task Analysis Approach
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12. Job Title : Marketing Manager ; Department : Marketing – Corporate : Location : Bandung
Job Responsib. Job Task Competencies Req. Training Requirement
Develop
Advertisement
•Define client needs
•Write and copy
•Establish report with
newspaper representatives
•Track and response
•Manage Advertising
•Grammar,
•Understand the process
of placing ads,
•Math, Organizational,
ability to meet deadlines,
•Interpersonal & Word
processing
•Feature and process of
writing advertisement,
•time management
Maintain and
develop customer
communication
•Call customer once a quarter
•Respond to phone inquiries
•Mail appropriate materials to
customer
•Request referrals
•Interpersonal skills,
•Ability to handle multi
task,
•Follow-through skills,
•Product knowledge
• Time Management
•Communication
•Product information
•Stress management
Develop Public
Relations
• Attend chamber of
commerce meeting
•Identify community charities
•Identify and participate in
community activities
•Write articles for local news.
•Conduct presentation at
college, and profesion. meet.
• Grammar
•Community awareness
•Interpersonal
•Writing
•Assertiveness
•Presentation
• Communication
•Market research
•Interpersonal skills
Contoh Job & Training Profile
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13. Job Title : Marketing Manager ; Department : Marketing – Corporate : Location : Bandung
Job Responsib. Job Task Competencies Req. Training Requirement
Develop Direct
Mail
•Write promotional materials,
newsletters, pamphlets
•Identify potential audience
•Maintain database
•Evaluate vendor services and
pricing structure
•Track response rate
•Grammar,
•Math
•Market research
•Database management
•Analytical
•Computer
•Writing
•Database
•Management
•Marketing
•Desktop publishing
Benchmark
Company
Performance
•Review competitor’s material
•Review industry litertature
•Attend professional
association meetings
•Knowledge of
competition
•Awareness of industry
publications,
•Research techniques
•Analytical
•Interpersonal Skills
• Communication
•Market research
•Interpersonal Skills
Job & Training Profile (Lan.)
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14. • Identify knowledge and skills to perform a job
• Revise or update existing training program
• Develop new training program
Purpose
• Implement new technology
• Identify training needs
• Develop training plan
When to use ?
1. Phase I : Gather Preliminary Data
 Identify the trigger need for training of target group cause of performance
deficiencies, New technology, Career change, Retired, New employee, etc
2. Phase II : Develop Work Plan
 Determine what types of data must be collected
 Determine sources of data
 Determine the types of analysis that must be performed
 Identify the type of tools that will be used to collect data
3. Phase III : Perform Training Requirement Analysis
 Develop Tools
 Conduct Analysis
4. Phase IV : Conduct Unit and Individual Assessment
5. Phase V : Identify Individual Training Need
4. New Training Need Assessment
Approach
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15. LEARNING VALUE CHAIN
Learning
Development
Learning
Needs
Assessment
Learning
Need Design
Learning
Delivery
Learning
Evaluation
Learning Path
& Curriculum
Instructional
System Design
Modul /
Content (PPT,
PDF, Video,
Animation,
Podcast)
SME
Management
Class-room,
Virtual Class,
Online
Learning,
micro-learning
Learning
Management
System (LMS)
Lesson learn
&
Recommend-
ation
Effectiveness
& Efficiency
Measurement
2
1 4 5
3
Organization
Need
Market Need
Learning
Method
Learning
Trend
Content
Development
Tools
Bloom
Taxonomy
Learning
Plan
Management
Learning
Resources
Management
Performance
Evaluation
Benchmark-
ing
Gap Analysis
& Training
Need
1. SKA Strategic Need
2. Competency Model
3. Job & Training Profile
4. New SKA Need
(Trend)

16. Thank You