Determining Training Need

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This is presentation for trainees in Trainer course

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Powerpoint Templates Determining Training Need ( Menentukan Keperluan Latihan ) By Zulkifli B. Mohd Sidi Ketua Penyelaras Program (KPP), SPD, CIAST

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Training Need Actual Performance Required Performance ‘A training need identifies the gap between required performance & actual performance to improve organization /group/individual/jobs performance’

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Training helps to bridge the gap Existing Skills Knowledge Attitudes Required Skills Knowledge Attitudes Training …(Analogie)

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Complaint from staff Complaint from customers Frequent errors Conflict among staff New staff & equipment/systems Poor quality of work Over handling items Changes of technology Changes of environment Training Need Indicators

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What , Where & Who ? “What are the competencies that an individual must have to perform this job?”

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What , Where & Who ? “What must the employee learn in order to satisfy the required competencies?”

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What , Where & Who ? “Who needs this training and what specific training do they need?”

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A process designed to improve attitudes (A), Skills (S) and Knowledge (K) through the experience of learning  activities and eventually towards effective performance. ( Suatu proses yang dirancang untuk memperbaiki Attitudes (A), Skills (S) dan Knowledge (K) menerusi pengalaman belajar dalam melakukan aktiviti-aktiviti dan akhirnya menuju kepada pencapaian yang berkesan ) What is Training?

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Procedures: 1. Determine Training Approach Implementation methods & location 2. Determine the Methods of Evaluation 3. Form a code of skill levels 4. Determine the estimated time and date of training implementation. 5. Determine the estimated allocation of expenditure. How to Determining Training Need ?

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Codes Level of Competencies 1 Have limited knowledge of tasks and cannot do it. 2 Have basic knowledge of principles / procedures and can do a particular task if assisted at every step. 3 Can do work but require close supervision in each task. 4 Can perform tasks in an efficient but still need supervision, especially in certain tasks. 5 Can do alone without supervision but requires a general evaluation if there is a particular problem. 6 Can do completely on their own work and others can learn. 0 Not part of the job. Skill’s Level Codes

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Job: VTO Skills, Task & Operation Supervisor: Mr. Kamal Conduct Training Organize Assessment 1. Mr. Amin 2. Mr. Salam 3. Ms. Aisyah Cumulative level of Skill Deficiencies 6 6 3 1 1 3 2 5 4 5 5 2 5 5 2 6 6 2 5 5 4 5 5 4 5 6 4 4 6 6 0 6 5 3 5 5 1 4 4 1 4 4 1 4 5 3 5 3 2 5 6 4 The procedure for preparing and completing the “Training Need” Prepare for Training Presentation Deliver Training Evaluate Training Delivery Assessment & Effectiveness Plan Assessment Session Conduct Knowledge Assessment Conduct Performance Assessment

Chart’s outcomes :

Chart’s outcomes Chart provide the answer of: What the job actually required How well a worker actually performed Differentiates between ‘expectation’ and actual performed The below standard performances send for training

This is an example of the sample Training Need on market. :

This is an example of the sample Training Need on market. END

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