This document provides guidelines for developing a training and development plan for an identified position. It includes instructions to (1) assess the learning needs of the job holder using a needs assessment template, (2) design a training program by deriving objectives from the needs assessment and filling out a program design template, and (3) propose an evaluation model consistent with ROI to measure the effectiveness of the training program. Appendices with templates for needs assessment and program design are also included.

1. 1
Talent Management Assignment: Guidelines: Part 2
Developmental plan: Training Needs Assessment, Program Design & Evaluation
Introduction: You selected a position, identified the duties and responsibilities of the position for the
purpose of talent acquisition project. Then developed a list of KSAOs/ competencies required for job
against duties and responsibilities. You will continue work on the same position to create a
development plan with the following components:
1. Learning needs assessment: Identify the learning needs of the jobholder to perform the job
exceedingly well.
Use Needs assessment template to assess the learning needs (Appendix 1)
The outcome of this exercise will be learning needs of the jobholder.
2. Program Design: Pick up the training needs with which you are comfortable to design the
program. Derive the objectives of the training program based on the training needs.
Use Program Design Template (Appendix 2)
Refer to
Your class notes and PPT on Talent Development
3. Evaluation: Assume that the learning program you designed will be implemented. In the light
of the training needs, objectives, and design, suggest a suitable model for evaluation
consistent with Philips ROI Model.
Refer to:
1. The Case Study: Measuring ROI in Interactive Selling Skills: Retail Merchandise Company
2. your class notes and PPT on Measuring Effectiveness of Learning Initiatives

2. 2
Appendix 1
Needs Assessment Template: Task, KSA & Person Analysis
Position:
Task Analysis KSA Analysis Person analysis Gap
Performance
Dimensions
Specific
tasks
Importance
(% of
criticality for
the job
success)
KSAs
Required
Level of
proficiency
required
(1-5 rating)
Level of proficiency
possessed by the
position holder (1-5
rating)

3. 3
Appendix 2: Program Design Template
TRAINING PROGRAMME DESIGN TEMPLATE
Basics:
Immediate Focus: Location:
Time Frame: Space:
Composition: Timings:
Objective 1
Objective 2
Objective 3
Objective 1
Content Methods
Time
Required
Trainer
Specification
Learning
Evaluation Facilities
Person/s
Responsible
Knowledge
Skills &
Abilities
Objective 2 Content Methods
Time
Required
Trainer
Specification
Learning
Evaluation
Facilities Person/s
Responsible
Knowledge
Skills &
Abilities
Objective 3 Content Methods
Time
Required
Trainer
Specification
Learning
Evaluation
Facilities Person/s
Responsible
Knowledge
Skills &
Abilities
Total Time
Required
Possible
Packages