Training Certificate

Prolific Consultants FZE Certificate of Course Completion will be issued to all attendees.

Course Introduction

Managers and decision makers are introduced to, regularly, many training programs. It is easy to take sound decisions when the training is related to defined, agreed upon, and measurable skills (HARD SKILLS) such as operating machines or applying a recognized procedure. It is very difficult, however, to take decisions when the training relates to skills that have no recognized and measurable standards (SOFT SKILLS), such as communications, or leadership.

The secret for taking the correct decision depends totally, on the quality of analysis that leads to detecting the training and development needs for the working individuals, for supporting the organizations needs, wants and desires.

Participants will learn the skills that will allow them to correctly, analyze training and developmental needs through better understanding of analytical skills, performance improvement, and organization development concepts and practices.

Course Objective

At the end of the session the participants should be able to identify the suitable training requirements of candidates (staff) to meet the expected or required level of competency to perform effectively and efficiently in their job role.

Suitable For

Managers and supervisors, planners, HR specialists, Training professionals and coordinators

Training Methodology

A highly interactive combination of lectures and discussion sessions will be managed to maximize the amount and quality of information and knowledge transfer. The sessions will start by raising the most relevant questions, and motivate everybody find the right answers. You will also be encouraged to raise your own questions and to share in the development of the right answers using your own analysis and experiences.  Tests of multiple-choice type will be made available on daily basis to examine the effectiveness of delivering the course.

Very useful Course Materials will be given.

Course Content

DAY 1

Module 1: What is Training Needs Analysis:

• Defining the process
• Importance
• Scope
• Formula
• Steps involved in the process

Module 2: Why Training Need Analysis

• Firefighting Vs. Time-consuming
• Cost Vs. Investment
• The performance gap is not always a training issue

DAY 2

Elements of Training Need Analysis Process:

• Organisational Analysis
• Task Analysis
• Person Analysis

Factors to consider while conducting a TNA:

• Opportunity for the practice of learning
• Active participation – participants inclination
• Relevance in the actual job

DAY 3

Steps in TNA Process:

• Current State Analysis
• Desired State Analysis
• Determine the cause of performance gap: What causes the gap: Skills, knowledge, or something else
• Can a learning intervention address the issue? If Yes, build it from there
• If no, communicate to the management that learning intervention cannot address the issue

Tools and Techniques for TNA

• Observation
• Interview
• Group Discussion
• Feedback from the management, customers, peers
• Questionnaire
• Focus Group

DAY 4

Key stakeholders to be involved:

• The entity asking for training
• The entity engaged in design and development of training
• The participant groups
• The customers (internal and external)
• Other relevant consultants/ interested parties

Factors for content design and delivery in TNA

• Pre-training preparations
• Actual training
• Post-training support

DAY 5

Consequences of not performing appropriate TNA

• Wrong Content
• Reluctant participants
• Loss of time
• Loss of money
• Failure as a result

Case Studies, Last Day Review, Discussions & Pre & Post Assessments will be carried out