Good and full of value added.
Rooben
Liner Semiconductor
Liner Semiconductor
Duration :
2 days ( 9am – 5pm )
Date :
To Be Confirm (Please Contact Us For More Detail 03-51314978)
Medium :
English & Bahasa
Register Before:
–
HR & Training Managers, Coordinators, Administrators & Executives, Dept Managers, Line Managers, and for all staff who have to deal with any aspects of training administration
- 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.
- 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.
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
- Cost-Benefit
- SWOT
- Competency/Task/Job Analysis/Who to carry
- Assessing available data
- What to do when data is limited
- 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
- Rationale/Purpose/Reason
- Competency
- Core Competency
- Suggested Title
- E/L time to run program
- 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
