Training Needs Analysis Model Organisational Support ‘Organisational Analysis Requirements Analysis Job Analysis Person Analysis Define the target job Establish Specify goals relationship with T top management Determine training climate Establish relationship with Choose Needs Analysis metho Analyze tasks and Knowledge, Skills, Abi (KSAs) Develop performance indicators | Identify external and legal constraints other organisational members Determine participants Form Project / Liaison Team This model gives you all the information needed to design Training and Development Plans Determine points of Develop tasks Determine KSA gaps in target population Form task clusters | Develop KSAs Determine approach to resolve gaps protocol contact Determine ‘Anticipate relevant KSAs problems and tasks : Link relevant revelers KSAs to tasksAssessing Training Needs To analyze training and development needs of employees to support performance and business objectives in current and future scenarios, the following steps are required: Organisational Requirements Job Analysis Person Analysis Analysis — Analysis _ — + Goals = Which Jobs? * Skills = Who needs + Climate + Methodology + Knowledge training? + External + Participants * Behaviors * What kind? | | | | | Examine Determine data Uncover key Assess gaps in system-wide collection knowledge, employees components methodology, [> skills, abilities, » based on Job that may affect participants behaviors critical Analysis for the design and based on goals to successful job what training effectiveness of and available performance and how best training resources to deliver itLinking Competency to Training Draft Conduct Facilitate Compile Competency training for Competency Competency Assessment Competency Assessments Assessments Tool, present Assessment with manager for each job format f Tool f team f _@ Rater training and — practice sessions Draft Training Plan HR Hotline for ongoing assistance Data Analysis Competency Gap Analysis © Priority areas —| © Program criteria © Methods © Job Map/Matrix fen © Evaluation Finalize Training Plan in line with budget and business goals Training Program Outline, ObjectivesJob Analysis and Review Process 4 7 a an ® “ey I. Review current business 0 inp, 10s oe Or ne th oS hy vision, goals and rate / rank 2 OP wt a b ue oy. 1, BI ey 2! ™ he 6, ‘n jobs in terms of business 28° impact. IV. Redraft Job Descriptions in Il, Review organisational accordance with relevant format, charts, jobs, workflow, high- reflecting reality of work, and level business process to documenting qualifications, skills, ensure organisational knowledge, experience. efficiency. oe Ill. Meet subject-matter- 2, ev . My Sy wei > experts and high performersto ey. es yee s understand jobs as performed "Meey a6. ct oe currently and changes over Tey, es ry ox time. Shep»,Career Development Philosophy How do employees choose their careers and what are their motivating factors? utr) Ey ered ecm) Perr eersy “Continuous a ae To develop HY development of [| “To stabilize my rc) Peseta Gee) interpersonal, Peas Cesena rs my technical ff] career situation, constraints, analytical Ceci z talent,ido not ff] and remain in : Wren alc seek manager [f] the company” ff} ™ own with Pee orca , M ace rae “| need to know “We need to Individual aan ‘ what kind of work J / ane Organisation select employees brings me fulfilment rnin Y \ Vision, Goals, \ who share our and security, and | creer J Culture, HRM} business vision take initiative to stems : make this happen” Aspiration y a toatl e » ~< environment for — = ~ EST eeCareer Development Initiatives Study career path trends in the organisation for each job group to assess strengths in career growth opportunities. Identify the motivating factors of employees and basis of their career choices. Create “network career paths” containing vertical and horizontal jobs. Create “lateral career paths” to allow for lateral job moves to develop skills. Document Development Plans based on self-assessments, training needs, employee aspirations, desired work behaviors, and performance appraisals. Work ona career development culture in the organisation by installing coaching and mentoring programs.Individual Career Planning “Are individual plans Are Managers reviewed regularly?” trained in career _ development procedures?” Ne Create Individual “Do current career Development Plans systems support based on individual career U) i... oe Competency - Development Plan Model and Trainin, growth? 2s procedureand Plan : tools linked to Performance a Ogxamine Management MA SuccessionPlan, —_ process Assess new and promotionand §/ current employees recruitment < against critical job policies N competencies