企业培训需求分析.pdf

Enterprise Learning Training Need Analysis ? ? UNDERSTANDING ORGANIZATIONAL LEARNING ? Task based training system ? ? ? ? ? ? ? ? ? Task based training system ? ? ? ? ? ? ? ? ? ? Task based training system ? ? ? ? Recognition ? Results ? Formation of Habits ? Behavior Change ? Skills Enhancement ? The Training Cake ? Acquisition ofKnowledge ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? E.C. ? ? A.C. ? ? C. Gap ? New E.C. ? ? ? Orientation Training ? Competency Training ? Competency Re-training ? Development ? Career Education ? ? ? ? ? ? E.C. ? ? E.C. ? ? E.C. ? ? A.C. ? ? A.C. ? ? A.C. ? ? A.C. ? ? C. Gap ? C. Gap ? LEARNING NEEDS DIAGNOSIS ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? PERFORMANCE NEEDS ANALYSIS ? ( by Depts, Functions etc) ? BUSINESS NEEDS ANALYSIS ? ( by Business Units) ? COMPETENCY NEEDS ANALYSIS ? ( by Job Groups) ? BUSINESS GAPS ? PERFORMANCE GAPS ? COMPETENCY GAPS ? Expected Business Performance ? Actual Business Performance ? Expected Job Performance ? Actual Job Performance ? Expected Competency ? Actual Competency ? LEARNING STRATEGY ? Critical Process 2 Evaluation TNA refers to a systematic process to ? Determine the current and/or future requirement ? Identify factors that contribute to or impede performance ? Identify knowledge and skills to perform the current or anticipated tasks. ? ? What is Training Needs Analysis or TNA ? ? BUSINESS NEEDS ANALYSIS ( by Business Units) ? ? PERFORMANC E NEEDS ANALYSIS ( by Depts, Functions etc) ? ? COMPETENCY NEEDS ANALYSIS ( by Job Groups) ? Biz Issues ? ? Functional Performance Issues ? ?1 Non-Competency Issues ? INSTRUCTIONAL NEEDS ANALYSIS (learning solutions) ? Knowledge ? ? Skill ? ? Attitude/Belief ? Competency Issues ? PERFORMAN CE NEEDS ANALYSIS ( by Depts, Functions etc) ? ? TNA Process Flow Model? Task level performance Issues ? ? Functional Performance Issues ? ? Functional Performance Issues ? ? Functional Performance Issues ? ? Functional Performance Issues ? ? Functional Performance Issues ? ?6 Task level performance Issues ? ? Task level performance Issues ? ? Task level performance Issues ? ? What is a competency? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? Competence is? ? ? ? ? ? ? ? ? ? ? ? ! ? ? ? ? ! # ? ? ? ? ? ! ? ? ? ? ?$? (Continued) ? %? ? ? ? ? ? ? & ? ? & ( ? ? & ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? Knowledge ? ? Skill ? ? Attitude/Belief ? Types of TNA Approach ? Popular approaches are? 1.Customer survey? 2.Interview customers? 3.Observation? 4.Focus Group? 5.Interview Employee ? Organizing Your TNA Project? 1.Identify Focus Area ? 2.Decide on Sampling Plan? 3.Chart the activities & timeline? Activity?Period? Develop TNA PlanJuly 10 - 15,2003 Develop TNA tools (questionaire etc)July 1 - 15, 2003 Conduct InterviewsJuly 16 - August 31, 2003 Consolidate FindingSeptember 1 - 15, 2003 . 4.Identify the personnel for the activities? 5.Summarize & Analyze Findings? 6.Validate findings ? 7.Develop / Execute the Training Plans? To ensure reliability of information gathered, the sampling approach : ? Sampling Plan? Sampling Basis ? 100% of population ?100% 50% - 100% of population ?50%100% Min 30 people or 30% of total population ?30? 30% Job Group ? Top Management ? Middle Management ? Support / Technical OthersJob Groups ? ? Interview Scope? Population? TNA Interview Scope ? Job Group ? Total ? Sample ? BNA ? ? PNA ? ? CAN ? ? Knowl edge ? ? Skills ? ? Belief ? ? ? Top Mgt ? ? ? ? ? ? ? Middle Mgt ? ? ? ? ? ? ? Support/ Technical ? ? ? ? ? ? Interviewing Process? BNA ? ? ? Biz Issue 1 ?1 Training ? Non-Training ? Competency Issues ? Identify what are the biz, performance issues ? ? Seek for recommended learning solutions ? ? Biz Issue 2 ?2 Biz Issue 3 ?3 Training ? Training ? Competency Issues ? Knowledge ? ? Skill ? ? Attitude/Belief ? Results of TNA Process? Findings ? Biz Issue? Performance Issues ? Non-Learning? Learning? Learning Road Map? Individual? Processes? Technical? Motivational? Coaching? Recognition? . Organization? Team building? Organization Dev.? Paradigm Shift? Change Mgt? . ?Training Matrix ? 1 ? T r a in in g M a tr ix o f jo b s in x x x x x J o b K e y im p r o v e m e n t A r e a o f th is jo b N e c e ssa r y T r a in in g F o r th is im p r o v e m e n t T h e d e v e lo p m e n t o f th is jo b N e c e ssa r y T r a in in g F o r th is d e v e lp m e n t ? ? ? ? ? ? ? Competency Assessment ? Result ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? Understands performance required & standards? Recognition and recall of facts and specifics ? ?!? ? ? ? ? ?!? ? ? ? ? ?!? ? ? ? ? ?!? ? ? ? ? Performs with supervision/guidance? Interprets, translates, summarises, or paraphrases given information. Requires knowledge in order to demonstrate comprehension ? ?#? ? ? ? ? ? ?#? ? ? ? ? ? ?#? ? ? ? ? ? ?#? ? ? ? ? ? Performs with no supervision - meets all required standards ? Uses information in a situation, different from original learning context. Requires comprehension of information in order to apply in new situation ? ?$? ? ? ? ?$? ? ? ? ?$? ? ? ? ?$? ? ? ? Trains & assists others? Separates whole into its parts, until relationship among elements is clear. Requires ability to apply information in order to analyse ? ?%? ?&? ? ? ?%? ?&? ? ? ?%? ?&? ? ? ?%? ?&? ? ? Can adapt/change & improve the process/method ? Combines elements to form new entity from original one. Requires analysis in order to synthesize Benjamin S. Bloom (Ed.) Taxonomy of Educational Objectives, Handbook for Cognitive Domain (New York, NY David McKay Company 1956 Benjamin S. Bloom (Ed.) Taxonomy of Educational Objectives, Handbook for Cognitive Domain (New York, NY David McKay Company 1956 ?(? ? Conducting Competency Gap AssessmentThe Process ? Prepare 3 sets of competency assessment forms/instruments 1.Your assessment of MSS competency 2.MSS self assessment 3.Final agreed assessment 1 2 Distribute assessment forms to MSS and explain intent, content, and process of gap analysis instrument (ensure MSS fully understands the above) 3 Allow time for MSS to self assess (recommendation = 2 days) 4 Hold competency gap dialog with each MSS individually. (1 2 hours per MSS) Mutual agreement on gaps. 5Complete and sign-off final assessment forms 6Submit to Learning Centre ? Hold LNA dialogue during Performance Appraisal sessions ? ? ? Identified competencies to be learn during the period ? ? Apply learnt competencies to improve Performance ? ? ? Learn competencies Thru identified “Learning Solutions” ? ? ? A systemic approach to Learning Needs Analysis ? Competency Gap Assessment Instrument Learning Solutions Roadmap DACUM Process ? ? ?