Certificate in Training Needs Analysis

Training needs analysis allows you to directly link the skills needed within the organisation with your current skill level.

This course equips you with the skills required to carry out a training needs analysis. You will be able to make recommendations and implement findings to ensure a good return on your training investment.

After this training needs analysis training course, delegates will be able to:
 

• Prepare a plan for the identification of current and future training needs.
• Select and use information-gathering techniques effectively.
• Analyse the information to prioritise training needs.
• - Produce a training plan showing solutions, priorities and benefit projections that generates desired ROIs.

This course is specially designed for

• Managers and Heads of Department
• Training professionals, HR professionals, responsible for identifying, planning and scheduling department
   and corporate-wide training.
• Training and HR professionals making decisions on training programs; should we buy or develop?
• Individuals responsible for budgeting, forecasting or justifying training costs 

DAY 1
PART 1: APPROACHES TO IDENTIFYING LEARNING NEEDS
Module 1:Identifying Training Needs in Your Organization
- Identifying training needs in a business-driven context
- Linking to corporate vision, strategy, and organizational objectives
- Identifying training needs revealed by business performance shortfall.

Module 2: The Systematic Model for Training Needs Analysis
- Understanding the stages of the systematic training needs analysis model;
–Traditional vs competence-based standards
- Identifying residual, present, and future training needs & standards

PART 2:JOB PERFORMANCE REQUIREMENTS

Module 3: Collecting and Analyzing of Information
-Gather pertinent information requirements for specific job competencies:
- Find out reliable sources of information
- Utilize and adapt survey instruments, questionnaires, interviews, observation.
– Job analysis
- Job description
- Identifying Tasks
- Key results areas
- Task Analysis

PART 3: BEHAVIOUR ANALYSIS

Module 4: Behaviour analysis
Categories of ability
Key learning indicators

DAY 2
PART 4: TRAINING SOLUTIONS * & ROI
Module 5: Developing Solutions
- Appropriate training interventions
- Producing the initial action plan
- Determining priorities
- Identifying ‘achievement windows'
- Defining costs, success criteria, and benefits
- Obtaining evidence

Module 6: Performance Appraisal Scheme
a) Employee self-evaluation as self-reflection on job performance and achievement

b) 360-degree appraisal
Feedback from different stakeholders including line manager, peers, subordinates or direct reports (if applicable), clients, customers, or third-party partnerships.

c) Manager performance appraisal
It comprises tasks like goal setting, progress tracking, quantitative employee rating, one-on-one discussions, and more.

d)Rewards and recognition program as the talent management process

e) Performance improvement plan
Taking steps to trigger a skill-specific performance improvement plan right after the evaluation phase.

Module 7: Preparing Reports
- Structuring written reports and presentations on training needs and priorities
- Writing behavioral objectives
- Using persuasive techniques and follow-up activities to support recommendations

Module 8: Calculating Return on Investment (ROI)
- Techniques of measuring your ROI
- Using ROIs to pitch your proposals

Interactive presentations and practical exercises and presentations