Project 3: Specific Processes Involved
Agenda
01 Training Needs Analysis
02
03
04
Alignment of workforce capabilities to the “Go to Market” products
Procuring training vendors and partners
Quality assurance of training courses
TNA helps organisations in identifying what training is needed for employees to better
perform. It also identifies and compares current workforce’s precise knowledge and skills
with organisation’s essential requirements to achieve results.
TNA is important because trainings will not be properly conducted without TNA.
About TNA
Perform a Gap Analysis
Identify Business Needs
We’d like to recommend collecting data from employees based on results from questionnaires and use Excel to conduct data analysis
Assess Training Options
Processes
Focus group interview
Individual interview
Observations
Surveys and Self-assessments
From gap analysis, we can generate a list of training
options and prioritise them based on cost and
importance, we recommend to use Excel store all
relevant data
At last, we can report training needs and recommend training plans based
on results from data collected above in report format and share the
findings with regional offices.
Organisation Analysis
Related to company as a whole, identify what
kind of training ASG needs as a whole
Job Analysis
Needs of specific jobs within ASG
Personal Analysis
Relates to needs of individual consultants
Identify Business Needs
Identify Business Needs
Centralised Decentralised
Decentralised
Organisation Analysis: suggestion based on reviewing current learning system
Develop a more comprehensive Coaching and Learning system
Suggestions on Improvement
Formal program is only for the executive layer of management;
Involuntary coaching system is only initiated by employees and based on employees’ own informal networks.
Issues with Current System
Expand and promote coaching system in each regional office;
Create Excel spreadsheet matching skilled consultants with entry-level consultants
Perform a Gap Analysis
What’s Gap Analysis:
It involves assessing the current state of a department’s or employee’s performance or skills
and compare this to the desired level.
How we’ll conduct it?
Collecting data from interviews (in the form of focus group interview and individual
interview), also periodically collecting feedbacks from site leaders. Self-assessments can be
gone through on semi-annual basis or quarterly basis (ie. SurveyMonkey or Google Survey).
Focus group interview
Individual interview
Observations
Surveys and Self-assessments
Suggestion: use Excel and build database consisting information about employee’s capabilities and trendy products in market
Step 3Step 1 Step 2
Suggestion: collect information about learning packages that are already available in market and introduce off-shore learning
For E-learning platforms collect relevant information about learning packages that are
already in the market
Focus group interview
Individual interview
Observations
Surveys and Self-assessments
Suggestion: collect information about learning packages that are already available in market and introduce off-shore learning
Introduce off-shore learning
Based on peer-analysis on Microsoft and Alibaba and interview with
University of Sydney’s professor, off-shore learning can motivate employees
to further develop skills and facilitates cross-cultural thinking and exchange
of new thoughts and ideas;
How?
Each region office nominates candidates at the end of year and see it as
annual reward for employees
Booking and co-ordinating training courses
Quality assurance of training courses
Division of Labour assign a supervisor representing L&D function in each regional office