Employee training for human capital development is a significant investment and an important strategy for an organization to maintain competitive in the business due to forces of changes in both internal and external factors. However, to prevent wasted resources and training budgets unnecessarily, a proper Training Needs Analysis (TNA) has to be conducted to identify real training gaps or non-training issues. TNA enables evaluation on the effectiveness of the training intervention implementation.
This practical and hands-on workshop enables you to create a ready training analysis format and mock-up training plan as a take back from the workshop.
HOW WILL YOU BENEFIT
Upon completion of the program, you will be able to
- Define the meaning of training and the importance and purpose Training Needs Analysis (TNA) for effective implementation
- Conduct effectively a proactive and reactive TNA
- Identify the real training needs issues from non-training issues on performance gap
- Apply the learned steps and methods to collect data to generate the TNA
- Employ the training needs analysis to effectively propose the training plan
Module 1 The role of Training and Development in the future of organization
- Identify the forces of change for better planning in organizational development
- The role of Training and Development in human capital management and its importance in maintaining market competitiveness
- 4W1H of Training and Development
- Why Training?
- Who needs training?
- What are the training objectives?
- When to implement training and development?
- How training and development should be implemented? Cost and Benefits Analysis
- Understand the training myths to design effective training interventions
- Overview on the Training Process with ADDIE model
Module 2 Systematic approach to Training Needs Analysis
- The meaning of Training Needs Analysis and its importance
- Differentiate training issues and non-training issues on performance gap
- Understanding proactive and reactive TNA
- Overview on the 3+1 major approaches to training needs analysis
- Organizational, Job and Individual Analysis
- Competency identification on Knowledge, Skill & Attitude
- Involvement of human resources department and line managers in identifying training needs
Module 3 Step-by-step to compile training needs analysis
- Identify the performance gap to determine real training needs
- Identify the changes expected on Knowledge, Skills and Attitude
- Methods and Sources to extract training needs
- Know what the organization is trying to accomplish
- Competency results on Knowledge, Skills and Attitude
- Performance appraisal to find out performance gap and causes
- Survey with defined questionnaires
- Job Description
- Discussion with line managers on departmental needs
- Past training plan implementation
Module 4 Designing Training Needs Analysis to generate training plan
- Practical hands-on to design training needs analysis related worksheet
- Examining different types of worksheet and preparing questionnaires
- Training needs analysis to determine budget, method of training and program design
- Quick overview on training plan preparation
- Identify Priorities on training intervention
- Types of training methodologies to fulfil the training plan
WHO SHOULD ATTEND
HR team taking care of training and administration, Heads of Department, Line Managers and Supervisors
TRAINING METHODOLOGY
- 30% theory facilitation, 70% hands-on workshop style
- Highly interactive facilitation
- Client’s case studies and group discussion
- Examine different types of forms
- Create ready-to-use Survey Forms