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6th Azerbaijan Microfinance Conference A Challenging Time: How to Mitigate Risks?. Competency Gap Analysis as a part of Human Resources Development System for Middle Management. Why do we need to conduct TNA?. … Because the output of the TNA is A COMPREHENSIVE TRAINING SYSTEM!. - PowerPoint PPT Presentation
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© F r a n k f u r t – S c h o o l . d e
Competency Gap Analysis as a part of Human Resources Competency Gap Analysis as a part of Human Resources Development System for Middle ManagementDevelopment System for Middle Management
6th Azerbaijan Microfinance ConferenceA Challenging Time: How to Mitigate Risks?
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Why do we need to conduct TNA?
TRAINING NEEDS ASSESSMENT
TRAINING SYSTEM
… Because the output of the TNA isA COMPREHENSIVE TRAINING SYSTEM!
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TRAINING SYSTEM is a part of the HR strategy
TRAINING SYSTEM is a part of the HR strategy and allother HR components: through training we develop thecompetencies of the staff to increase bank performance,to prepare future managers within the succession planningsystem, to motivate people to stay with the Bank.
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A Training Management System:
Provides a systematic approach to learning
Specifies a curriculum based on company’s Objectives and employees competency gaps
Evaluates knowledge or behavior transfer
Maintains accurate records; monitors learner’s progress allowing to measure ROTI
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Common Training Myths
Myth 1
Myth 2
Myth 3
Myth 4
Employees already have knowledge and skills to dotheir job. This is why they were hired.
Our employee‘s jobs are so specialized that no oneelse knows them better than us, so no one else canteach them to us.
If employees need new knowledge or skills, they’ll knowabout it faster than anyone else. They’ll know better thananyone else where to get the learning they need.
If employees attended a course, then they learned what theorganization needed.
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Strategic Linkage of HRD
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Recruiting & selecting
Managing performance
Compensating & rewarding
Managing careers
Training & development
Managing succession
Integrated HRM System
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Competency Gap Analysis (CGA) andTraining Needs Assessment (TNA)
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Training Needs Assessment
…Identifying performance requirements within the organization in order to channel resources into areas of greatest need - those that closely relate to fulfilling the corporate mission, enabling optimal organization performance…
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++ ==KNOWLEDGE SKILLS COMPETENCY
Used terminology
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Traditional Approach
Performance Issues
Line FeedbackTraining Expenditure
Training Calendar
HR Intervention
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Contemporary Approach
Needs Assessment
Training Objectives
Evaluation
Implementation Design
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Purpose
Address Performance Issues
Competency Development (Who & What?)
Strategic Alignment
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Benefits
Efficient & Effective use of Training Funds
Eliminate Redundant Training Efforts
Align Training Strategies with Performance Requirements
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Needs
Essential, Required, Necessary, Critical
Not a Want or Desire!
Gap between “What Is” and “What Ought To Be”
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Putting First Things FirstVisionVision
MissionMission
ObjectivesObjectives
StrategyStrategy
ActivitiesActivities
JobsJobs
CompetenciesCompetencies
PeoplePeople
Training NeedsTraining Needs
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Begin with the End in Mind
PerformanceOutcome
Activities CGA TNA
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Operational level
Organizational level
Individual level
INTERNATIONAL BEST PRACTICES
Analysis of job descriptions
Analysis of the Strategic Plan of the Bank Visits at the HO and branches Structured interviews with the Management
Individual interviews Job analysis
Competency Gap Analysis
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Training Needs Assessment
Effective behavior(in terms of skills,
knowledge and attitudes)
State of ineffectiveness(shortfall in necessary or desired skills or behavior)GAP
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Competency Catalogue as a Tool of CGA & TNA
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Skill - and Competence Catalogue - Methodology
Includes general competencies that are important in a Bank Special requirements of the Bank have to be taken into consideration Defined Must-have criteria for every class/ level All interviewed staff are listed if they fulfill criteria or not (1 or 0) Result is an average of all interviewed staff If more than 30% lack the respective competency an extensive gap exists Training need is compiled by a combination of priority and impact Priority: Extent of skill gap Impact: Effect on the Bank‘s business
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As we said in the beginning…
TRAINING NEEDS TRAINING NEEDS ASSESSMENTASSESSMENT
TRAINING SYSTEMTRAINING SYSTEM
… The output of the TNA should beA COMPREHENSIVE TRAINING SYSTEM!
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Training System for SME Loan Officers - Example
Induction training
Loan Officer Training
Credit RiskManagement
Training
Training on Customer
RelationshipManagement
Training onCommunication& Negotiations
Training onnewly developed
products
Post-training test Post-training test
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Thank you very much for your attention!
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