Identifying training needs from competency gaps

1. Training Need Analysis
Performance and competency
analysis
Arriffin Mansor
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2. Steps in TNA
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3. Zero to critical competency gaps
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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
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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
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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.
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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
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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
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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
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10. Performance based TNA
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11. How to obtain the needed
competencies
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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
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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
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14. The required training
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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
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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
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19. Types and depths of competencies
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20. Competency Analysis
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21. Types of competencies
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22. Level of competencies
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23. Steps in training needs
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24. To arrive at the critical
performance gaps
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26. Thank You
Questions welcome
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