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Lecture 4 Developing IE Plan

This document discusses institutional effectiveness planning (IEP) and training needs analysis. It covers the six key elements of an IEP plan, which include institutional goals, groups responsible for the plan, the strategic plan, assessment plan, communicating goals, and conclusions. It also discusses developing the IEP plan, assessing planning and assessment, analyzing and classifying training needs, and continuing the discussion next week.

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Ejaz
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© © All Rights Reserved
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Download as PPTX, PDF, TXT or read online on Scribd
46 views

Lecture 4 Developing IE Plan

This document discusses institutional effectiveness planning (IEP) and training needs analysis. It covers the six key elements of an IEP plan, which include institutional goals, groups responsible for the plan, the strategic plan, assessment plan, communicating goals, and conclusions. It also discusses developing the IEP plan, assessing planning and assessment, analyzing and classifying training needs, and continuing the discussion next week.

Uploaded by

Ejaz
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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IE & GG in HR

Lecture 4. Institutional Effective


Planning(IEP) & Training Needs
analysis (TNA)
Course Instructor: Muhammad Ahmed Khan

Topics

Six elements of the IE plan


IE plan process
Planning & Assessment
Training needs Analysis & Assessment
Training needs classification

INSTITUTIONAL
EFFECTIVENESS REPORTsample

Developing IE Plan
Elements of the plan:
1.
2.
3.
4.
5.

Institutional goals
Groups responsible for IEP
Strategic plan
Assessment plan
Communicating Goals and Institutional
Effectiveness
6. Conclusions
4

1- Institutional Goals
Depending on its mission statement each
organization sets up institutional goals e.g.

Enhance organizational excellence and reputation.


Provide service to clients and beyond
Enrich staff, faculty, and their experiences
Increase conservation/ sustainability of assets and gains
Promote more effective use of resources

2- Offices / Groups Responsible


for IEP

CEOs office
Executive committee for IEP
Chief operating officer
IEP steering committee/ office of the institutional research
Committees at divisional level
Departmental / Unit committees
Plan Implementation Task Force
Advisory Committees on timelines, Budget, assessment, etc.

3- I.E Strategic Plan


The Academic training/ study plans .
Enhance skills set
Increase productivity
Increase awareness and ownership level

Recruitment management plan

Increase crosswalks at regional and unit /branch level


Enhance quality indicators of the entry level staff
Enhance reputation of the organization
Increase staff progression and retention rates.
7

4- The Assessment Plan

Institutional Assessment
Program Level Assessment
General professional skills set
Curriculum Mapping
The extent to which each programs curriculum provides a coherent set
of experiences
Development of desired knowledge and skills as participants progress
through the program.

Assessment & linkage to budgeting


Support level for improving the training excellence
8

5- Communicating Goals and


Institutional Effectiveness
Communication may be in details form or executive
summary
Assessments (observations, data, studies, conclusions,
etc.) and their uses are shared and discussed
horizontally and vertically within the organization
Communicating goals helps to improve teaching and
learning, and to improve programs in terms of
achieving learning outcomes.

6- Conclusions
A preamble for the future IEP
Observations, data, studies, conclusions, etc. are
mapped against the goals to assess the results at every
level.
This process has established priorities within the
interconnected practice of planning, resource
allocation, and budgeting.
Conclusions leads to reviews; based on which
decision regarding change of direction, if any is taken
10

IE Plan - Process
Strategic
Assessment
Planning

Organizations Mission/
statement

Development
Mission
Goals

Educational /
learning outcomes
Assessment

Educational/learning outcomes

Performance criteria / Target


Performance level

Objectives
Evaluation method

Assessment measures/ methods


Evaluation findings
Use of results

Assessment findings
Program
improvement

Use
11

of results

Planning & Assessment 1/2


Goals: Aligned to strategic goals, are broad enough to cover.
Objectives: Describes what the unit wants to accomplish.
Enabling Strategies: Action enabling the unit to achieve the
objectives
Resources: Budgets, personnel time etc., needed for achieving
the goal and objective(s)
Responsibility: Who will ensure that it is undertaken.
Timeline: Indicates when data will be collected and analyzed,
when reports will be available, and/or when the task will be
accomplished.
Expected Outcomes: Describes how the unit knows if the
objective is accomplished, the outcomes should be specific,
12
and measurable,

Planning & Assessment 2/2


Assessment Measures/ methods: Target(s) or criteria that can
be used to evaluate quality of the outcome to determine
whether an objective is met or not.
Projected Use of the Assessment Results: Based on the
expected outcome, what changes are planned to make for
continuous improvement.
Closing the Loop: Based upon assessment measures and
actual outcomes, what changes were made and what strategies
are in place to observe the impact of those changes and or
monitor the results of the change to examine their impact on
the assessment item(s).
13

Training needs Analysis &


Assessment
Analysis and Assessment - Often interpreted
erroneously .
Training needs analysis : Breakdown of an identified
need to determine its roots and causes as well as
relationship among the identified needs.
Needs assessment : The identification and
prioritization of training requirements.
Identification of training needs starts with:
Determination of knowledge
Skills essential for maximized effectiveness in a set up.
14

More on Training needs


analysis 1/2
Training needs analysis - a diagnosis by the
organization to know what the learning needs of its
employees are.
Lack of competency is not the only reason for failure.
Training needs analysis examines the causes of
failure/ non-performance to see whether inadequate
or inappropriate training was one of the reasons.

15

More on Training needs


analysis 2/2
Key elements of an effective training needs analysis

Engaging professional trainers for the analysis,


Using credible data,
Following a structured methodology,
Linking training needs with business objectives,
Justifying cost to the likely benefits,
Gaining the commitment of the top management,
Involving employees and their supervisors
Communicating effectively with all those involved.

16

Training needs classification


Democratic needs

Diagnostic needs

Training needs can be classified into


Analytical needs

Compliance needs

17

Training needs classification


explained 1/3
Democratic needs are:
Preferred options for training, i.e. selected or voted
for by employees or managers or both.
Programs address such needs are likely to be well
received and owned by organization members.
Democratic needs can be used to build support for
training programs.

18

Training needs classification


explained 2/3
Diagnostic needs:
Are progressive in nature.
Focus on factors that lead to effective performance
and prevent performance problems, rather than
emphasizing on existing problems.
Diagnostic needs are identified by studying the
different factors that may affect performance.
Goal is to determine how effective performance
can be obtained
19

Training needs classification


explained 3/3
Analytical needs
identify new and better ways to perform a task.
They are generally discovered by intuition, insight
or expert consideration.

Compliance needs are:


Mandated by law.
Mostly deal with mandated training programs i.e.:
Safety training,
Prevention of sexual harassment,
Training for implementation of reservation
20
policy, etc.

To be continued next week

21

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