By the end of this programme, participants will be able:
- To identify immediate and long term training needs
- To make a strategic contribution to the training department
- To identify the key activities needed to manage training staff to ensure their best performance
- To prepare a development plan for their department and company
- To apply the course content to improve the organisation’s focus and current operations of their department
- To develop the necessary skills to conduct an effective training needs
DAY 1
Introduction
- What is training and learning needs analysis?
- Why is needs analysis important?
- How to use the results of the analysis?
- When to undertake needs analysis
- How to plan a T/LNA
Overview of identification and analysis of training needs (IATN) process
- what? who? why?
- gaps in performance
- introduction to various approaches
Training Needs Identification:
- identifying training needs in a business-driven context
- linking to corporate vision, strategy and organisational objectives
- recognising training needs revealed by business performance shortfall.
DAY 2
A Systematic Model:
- understanding the stages of the systematic training needs analysis model;
- logical sequencing
- identifying residual, present and future training needs
Collection and Analysis of Information:
- collecting information about knowledge and skills requirements for specific job competencies
- sources of information
- using and adapting survey instruments, questionnaires, interviews, observation.
DAY 3
Developing Solutions:
- appropriate training interventions
- producing the initial action plan
- determining priorities
- identifying ‘achievement windows’
- defining costs, success criteria and benefits.
Reports:
- structuring written reports and presentations on training needs and priorities
- writing behavioural objectives
- using persuasive techniques and follow-up activities to support recommendations.
DAY 4
Training and development initiatives
- Definition and role of the training and development function
- The training and development functions dilemma
- Change and the trainer
- Reasons for managing the training and development function effectively
- Key elements in a training and development policy
- Delegates produce their own training and development policy
Organisational issues
- environmental appraisal
- organisation/business strategy and training needs
- role of questionnaires and surveys
- SWOT and PESTLE analysis
- cultural and diversity issues
DAY 5
Occupational and group issues
- job training analysis and task analysis
- systems, processes, procedures, criteria checklists
- interviewing and fact-finding
- changing patterns of work
- occupational and professional development needs (competencies and standards)
- use of focus groups.
Action planning
- Delegates produce their own training and development plan
- The training and development budget – derivations and components
- Delegates produce their own training and development budget
