Introduction
In a climate of rapid and constant change, assessing the training needs of organisations, of teams and of individuals is a continuous process. To stay ahead of the game, HR specialists, trainers and all managers whose responsibilities include development, need to master the process for assessing what skills are needed and going to be needed, by whom and by when. This one-day programme provides a process and training in how to use it.
Learning Outcomes
On successful completion of this programme, participants will be able to:
explain where and how Training Needs Analysis (TNA) fits into the cycle of skills development
describe precisely the skills/competencies required to carry out specific jobs, tasks and responsibilities
differentiate between levels of skill required
conduct a TNA interview to establish a skills gap
write learning objectives
discuss and analyse Learning Styles
explore options in developing a learning plan
Programme Content
The Skills Development Cycle. Business strategy, skills requirement, skills audit, skills gaps, development objectives, development plans, implementation, evaluation.
Defining the job, task or responsibility. Key Results Areas.
Deriving skills and competencies. Quantitative descriptions, qualitative descriptions. Task skills, value-based skills, management skills, interpersonal and “soft” skills.
Skill levels. From Learner through Practitioner to Trouble Shooter, Instructor and Designer – in a specified job context.
The TNA interview. Questions to explore with job holders. Establishing the current and desired skill levels. Assessing and obtaining commitment to learning.
Writing Learning Objectives. What needs to be learned? Standards, conditions and constraints.
Learning Styles. Individual preferences in learning.
Learning Plans. Goals, milestones and schedules. Options on learning methods
