Identification & Analysis of Training Needs
Without the correct identification of training needs organisations will fail to see the return on money invested in training. Correct identification is critical to good training design and the production of results in a successful world class organisation. Using the latest techniques and the four quadrant approach organisations will see real benefits from the latest thinking on TNA. Focusing an approach on correct analysis is a process that complements the three critical phases of Human Resource Management. Delegates will be involved in practical case studies and will have the opportunity to complete the Adair model questionnaire as part of this programme.
By the end of this programme you will be able to:
- 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 programme costs or into a budget
- Any person who specifies requirements from performance appraisal
- Training Professionals and training co coordinators
- Professionals and Supervisors who expect results from training & HR and Training administrators who need to know the premise of TNA
There is little evidence to show that the more you spend on training – the more effective you are. Therefore it is essential that organisations understand the latest thinking on TNA. It will enable organisations to allocate resourses effectively and also to pinpoint any weaknesses in the organisation that require immediate attention.
- This seminar will provide processes that can be embedded in the organisation
- It will make any existing training department more effective and efficient
- It will aid in specifying any external training
- It will show organisational strengths and highlight any skills weaknesses
- It will ensure that analysis is done to “best practice” standards
Identification of training needs is critical for anyone who has a responsibility for people in the organisation. The better training needs are identifies the better your employees will be if training follows.
- This seminar will give you the skills to be able to put TNA into action using the latest thinking
- It will provide you with a number of possesses that will produce results
- It will give you a sound foundation for your own career development path
- It will enable you to be more effective with training resources
- It will ensure you are using joined up thinking on this latest process
This workshop offers delegates to fully understand the four quadrant method and processes to make training needs analysis effective. It will enable the delegates to fully understand the importance of getting “what’s needed” right and being able to predict with some confidence what the end result will produce. It will also give delegates a valuable insight into a variety of ways to achieve TNA outcomes for regular training, development and succession planning.
The methodology will be very interactive – offering delegates’ ample opportunity to discuss and resolve issues that they face in their specific situations. A number of training videos will be used including Robert Pike, and the McGregor interviews as well as case studies and published statistics. There will be team work and team mini presentations. All of the sessions will be in a relaxed and friendly environment.
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
- Review of day one
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 organisational change - group work - the McGregor video
- Identifying the major drivers world wide that affect organisational TNA
- Review of day two
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?
- Review of day three – learning team quiz
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 prioritise training – unique and quick system
- Review of day four
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
- Group learning quiz
- Course review
Oxford Management Centre
John
Eccles House
Robert Robinson Ave
Oxford Science Park
Oxford
OX4 4GP
United Kingdom
Tel: +44 1865 338088
Fax: +44 1865 338100
email info@oxford-management.com
|
