fbpx

Human Resources, Training

How to Conduct a Training Needs Assessment – Part 4: Organizational Performance Gap Analysis

The starting point for identifying performance gaps is the strategy of the organization. By isolating the strategic objectives of the organization it is possible to identify the performance objectives that will be required.

In this section, we will look the cascading nature of objectives and how any needs to link with the higher organizational objectives.

Perf Objectives

EXERCISE: List the strategic objectives of your organization?

Ext Org Perf Gap

EXERCISE: Fill in the above and below templates.

Int Org Perf Gap

Employee/Team Performance Gaps

Having linked performance gaps to strategic objectives, we can know identify employee/team objectives in terms of performance improvements (EO1, EO2 etc). It is these areas that we will link to our training needs.

Performance Objectives

The Objectives set must conform to the SMART criteria if they are to be of any value when assessing performance:

–   S          specific

–   M        measurable

–   A         achievable

–   R         relevant

–   T         time bound

 Employee/Team Performance Gaps

•      New Recruitment Training

•      Technology Changes

•      Job & Role Changes

•      Introduction of New Products or Services

 

Employee/Team Performance Gaps

 •      Competencies

 •      Appraisals

 •      Observation & Consultation

Prioritizing Your Training Needs

Many make the prioritizing of training needs really complicated and try to apply impossible almost scientific criteria. Below is a simple but effective way of prioritizing your needs every time.

•      Must Know

–   Essential Skills and Knowledge that will close the Performance-Gaps

•      Should Know

–   Skills and Knowledge that will aid staff in achieving performance targets

•      Nice To Know

–   Useful Skills and Knowledge that may assist performance

Prioritizing Training Needs

Summary

•     Training refers to the acquisition of knowledge, skills, and abilities required to perform effectively in any given role

•     There are three main training and development perspectives

–   Fragmented

–   Formalized

–   Focused

•      Not everything is a training need

•      There main steps involved in a training needs analysis sre

–   SWOT Analysis of Business Performance Areas

–   Organisational Performance-Gap Analysis

–   Employee/Team Performance-Gap Analysis

–   Prioritize Your Training Needs

 •      Prioritize Your Training Needs

Now, it’s time to create an action plan.

  1. I believe that my training needs analysis skills are effective in the following areas:

a.

b.

c.

d.

e.

  1. These skills are measurable in the following ways:

a.

b.

c.

d.

e.

Note: Be sure goals are specific, attainable and measurable.

  1. I believe that I need to improve my knowledge, skills and abilities in the following areas:

a.

b.

c.

d.

e.

Note: These improvements will represent your goals from completion of the course.

  1. These improvements will be measurable in the following ways:

a.

b.

c.

d.

e.

  1. To attain these improvements I will need to:

a.

b.

c.

d.

e.

  1. This is how I plan to attain these improvements:
Goal Action Step Target Date Proposed Evidence

 

  1. The following people and resources will assist me in accomplishing my goals:

a.

b.

c.

d.

e.

  1. The following are constraints that may impact the achievement of my goals:

a.

b.

c.

d.

e.

  1. Here is a list of others factors that I need to consider in achieving my goals:

a.

b.

c.

d.

e.

  1. Achieving my goals will involve:

______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Signed:­­­­      _____________________________

Until Next Time, Be Audit Secure!

Lisa Smith

LKS

About LISA SMITH

Lisa Smith is CEO of Andere Development, LLC and Chief Content Developer at BeAuditSecure.com. Follow her on Twitter, connect with her on LinkedIn, listen to her Small Business Spoonfuls Podcast, and find more from her in Audit-Secure Assistant at BeAuditSecure.com.

Log in or Register to save this content for later.