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Training Need Analysis
Performance and competency
analysis

               Arriffin Mansor




                                 1
Steps in TNA




               2
Zero to critical competency gaps




                                   3
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

                                         4
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



                                                 5
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.

                                         6
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


                                           7
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




                                              8
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
                                         9
Performance based TNA




                        10
How to obtain the needed
competencies




                           11
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

                                           12
Example of database


                         Critical Skills for existing jobs
                  Critical     critical     critical
Identified job                                            critical skill 4   current employee
                  skill 1      skill 2      skill 3
                  customer                  Responding
                                                          use of ALDER
                  service by                to mail
admin clerk I                  filing/now                     database
                  Telephone                 Requests
                                                              /future
                  /now                       /now




                  Current Employee Skills
                               Use of
                  answering    Spread
Jane Doe                                    type 35 wpm   filing             use of cash register
                  telephone    Sheet
                               programs
                  type 35      Answering                  copy machine       knowledge of Word
Bill Smith                                  cook
                   wpm         telephone                  repair                 program
                                                          knowledge of
                  type 40                   furniture
Bobby Joe                      filing                     AKSAS and          use of cash register
                  wpm                       moving
                                                          Akpay
                                                                                                    13
The required training




                        14
15
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


                                       16
17
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




                                          18
Types and depths of competencies




                               19
Competency Analysis




                      20
Types of competencies




                        21
Level of competencies




                        22
Steps in training needs




                          23
To arrive at the critical
performance gaps




                            24
25
Thank You


Questions welcome




                    26

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Training Need Analysis 80 - competency based

  • 1. Training Need Analysis Performance and competency analysis Arriffin Mansor 1
  • 3. Zero to critical competency gaps 3
  • 4. 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 4
  • 5. 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 5
  • 6. 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. 6
  • 7. 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 7
  • 8. 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 8
  • 9. 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 9
  • 11. How to obtain the needed competencies 11
  • 12. 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 12
  • 13. Example of database Critical Skills for existing jobs Critical critical critical Identified job critical skill 4 current employee skill 1 skill 2 skill 3 customer Responding use of ALDER service by to mail admin clerk I filing/now database Telephone Requests /future /now /now Current Employee Skills Use of answering Spread Jane Doe type 35 wpm filing use of cash register telephone Sheet programs type 35 Answering copy machine knowledge of Word Bill Smith cook wpm telephone repair program knowledge of type 40 furniture Bobby Joe filing AKSAS and use of cash register wpm moving Akpay 13
  • 15. 15
  • 16. 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 16
  • 17. 17
  • 18. 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 18
  • 19. Types and depths of competencies 19
  • 23. Steps in training needs 23
  • 24. To arrive at the critical performance gaps 24
  • 25. 25