SCI-104 Improving TNA Practices & Creating a Competency Matrix

Performance measurement helps organizations realize the gap between the actual performance and desired performance at the individual, group or even system wide level.  Competency analysis is the phase that follows.  Nowadays assessment of training requirements is aided by the presence of numerous diagnostic and prescriptive models.  This program focuses on sharpening the powerful elements/skills used in training needs assessment.

The introduction of a competency matrix could be a small change but this will have a large impact on the organization’s HR policies and operational procedures.  The development of the competency matrix, particularly in organizations that require compliance with regulatory standards, is an important step in performance focused management.

Training needs analysis refers to an investigation into whether training or some other organisational intervention can solve a performance problem; or enable a desirable new performance in the workplace.  On the other hand, training needs assessment is the process of determining what knowledge, skills and attitudes employees need to perform their jobs. If a lack of knowledge or skill is indicated by the needs analysis, then a more detailed needs assessment is undertaken​.

• Performance analysis
• Breakdown analysis of departmental and organizational training requirements
• Job analysis, job competency (technical, business & leadership categories) and KSA analysis techniques
• Competency analysis by skill levels
• Departmental representation of data
• Questioning and listening skills
• Data gathering techniques
• Data gathering tools
• Preparing for and conducting TNA interview
• Identifying performance gaps
• Cause analysis & competency analysis
• Questionnaires development (by job functions and/or by divisions)
• Planning, designing & implementing programmes based on collated information via questionnaires
• Link the respective training needs to the master competency matrix (by referring to the skill levels)
• Establishing priorities & preparing a training roadmap
• Prepare report