Identification & Analysis of Training Needs
Identification & Analysis of Training Needs
OBJECTIVES
- To master and be able to use the new four quadrant approach to TNA
- To prioritize Training needs as to there importance to the business
- To improve current TNA skills and competencies by using a complete process
- To practice and gain confidence using case studies to reinforce learning
- To understand and be able to demonstrate how much training costs, using a quick unit cost process
- To improve on the development of individuals within the organization and understand the value of using learning contracts
- To translate business needs into training needs by using outcome objectives
- To know how to translate unit costs of training into either program costs or into a budget
WHO SHOULD ATTEND?
- Any person who specifies requirements from performance appraisal
- Training Professionals and training co coordinators
COURSE OUTLINE
DAY 1
Making the case for effective Training needs analysis
- Introductions and course objectives
- The need for doing effective training needs analysis –what the press and research shows
- Traditional TNA models – what the latest thinking shows and what we need to do. Case study and group exercise
- The four quadrant model of TNA – a new way of analysis
- Who is the customer? Conflicting needs – Video the PAYEE, THE SENDOR, and the SENDEE
DAY 2
TNA Quadrant one- Corporate driven needs
- The four business drivers at corporate level –Use of the four cog model – case study and exercise
- Corporate needs into action – how much of the process is governed by TNA?
- Case study on organizational change –group work – the McGregor video
- Identifying the major drivers world wide that affect organizational TNA
DAY 3
TNA Quadrant two – Department needs
- The specific requirement departments have – relationship with yearly operating plans
- Speed of action form identification to action – on going monitoring – what’s needed?
- Case study – creating self empowered teams – group work and video “team work in action”
- Departments – your most challenging customer – The Pike concept
- Dealing with the worst customers – what do you do with awful people?
DAY 4
The third quadrant and forth quadrants –team and individual TNA
- Unique requirements of teams – video – group exercise
- Watching for social loafers – the scourge of team working
- How to use the Adair model to help in the analysis process – questionnaire
- DVD the task, team and individual concept in action -discussion
- The 45 ways to train but not by attending a training course
- The place of testing to position individuals for development of training
- How to priorities training – unique and quick system
DAY 5
How to cost and specify training needs
- Understanding development times and costs for training
- How Unit costs work – group exercise
- Writing needs in training objectives terms – how it benefits the process
- How will you measure your success from this course? – Individual applications for action