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Duration :

2 days ( 9am – 5pm )

Date :

18 – 19 April 2017 & 1 – 2 November 2017

Medium :

English & Bahasa

Register Before:

WHO SHOULD ATTEND-01

HR & Training Managers, Coordinators, Administrators & Executives, Dept Managers, Line Managers, and for all staff who have to deal with any aspects of training administration

 

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OBJECTIVE-01

  • Learn the elements that are required in TNA and the scope of the assessments;
  • Identify when is the best time to conduct a TNA, who will conduct it, and how to proceed with the assessments;
  • Establish the resources to be used in the TNA;
  • Design the organization’s training calendar;
  • Design training programs that lead to specific purpose improvement initiatives; and
  • Identify training & development needs of individual employee.

 

METHODOLOGY-01

  • Besides power-point presentation, every participant will be given bound reference notes, hand-outs of activity instructions, exercises, and case studies as well as sample templates of TNAs.
  • The training is designed to be practical and interactive where participants are required to design sample TNAs, participate in role-plays and work-related simulations, as well as work in groups to present their ideas to the class for immediate feedback.
  • Elements of FUN in LEARNING will be adopted.

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COURSE OUTLINE-01

1. Introduction – Qualitative Methods for TNA Evaluation

  • What is Training Needs?
  • What to look out for when TNA is being developed?
  • Objectives of TNA
  • Limitations of TNA
  • Steps to Effective TNA

 

2. Needs Analysis

  • Define Needs Analysis and The purpose
  • Budget, Design & Delivery
  • Elements that make a TNA
  • The 5 Wives 1 Husband
  • The scope of TNA

 

3. Techniques to Conduct & Carry out Analysis

  • Specific Job/Situational Analysis
  1. Cost-Benefit
  2. SWOT
  3. Competency/Task/Job Analysis/Who to carry
  4. Assessing available data
  5. What to do when data is limited
  6. Factors affecting

– Time frame & Human resource available

– Level of accuracy needed

– Reliability & Accessibility of sources

 

Designing the TNA 

  • Starting with the Performance Appraisal
  • Identifying Gaps – FMEA
  • Moving on to the Performance
  • Development & Improvement Plan

Considerations:

– Organization’s goals & objectives

– Employee’s agreed goals & targets

– Employee’s performance results

– Employee’s role described

– Feedback from others

– Employee’s career aspirations

Specific statements

  • Attitude, Skills & Knowledge

 

TNA Reporting Techniques

  • Steps in preparing TNA Report
  1. Rationale/Purpose/Reason
  2. Competency
  3. Core Competency
  4. Suggested Title
  5. E/L time to run program
  6. Requested by

 

Skills to conducting TNA effectively –

  • Q&A Techniques
  • Active Listening
  • Constructive communication
  • Writing skills

 

The TNA presentation

 

It’s a wrap

  • Templates
  • Your Personal Action Plan

 

Download Brochure

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