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Training Needs Identification Workshop
Purpose of this workshop
2
• This workshop is organised for Felda-Johore Bulkers
– streamline its learning and development (L&D) activities,
– optimize L&D budget and other resources,
– Improve individual and organizational performance
Outcome of this workshop
3
• Identify the business outcome of their Company, Department and/or Unit
• Identify the learning needs of their Company, Department, and/or Unit
• Identify Competencies required to achieve business outcome
• Identify the Learning Gaps and Needs for the team members and themselves
• Develop a Professional Development Plan for each learning needs
• Develop learning metrics to measure progress for each team member
Before we start... • Refreshments
• Lunch
• Safety
• Requirements
• Mobile phones
5
What is a Parking Lot?
• Sometimes, discussion topics will arise that may be more appropriately covered in another section or discussed off-line
• We’d like to introduce you to a concept called the “Parking Lot”
• This is an area where we can “park” issues that we will either return to later or discuss off-line
• Benefits of the parking lot?
– We have a lot to cover, this helps us all stick to the schedule
– It keeps us on track and ensures we get through the content and learning that is to be covered during the training
– It ensures that the matters that are raised are recorded and dealt with later or off-line
6
Ground Rules
• Turn off mobile phones
• Turn pagers to silent mode
• Listen when others speak
• Respect each other’s opinion and view points
• Don’t be afraid to ask questions
Can we start…?
7
INTRODUCTION
“The day we screw up the people thing, this company is over.”
Jack Welch – retired CEO of General Electric. During Jack Welch’s tenure as Boss, GE’s market capitalization rose by some USD$450 billion.
Purpose of Learning in an Organisation
Learning & Development activities should resolve business issues so that business can achieve business outcomes.
Learning & Development Activities should provide employees the necessary knowledge, skills, & mindset for them to perform their functions & activities that will achieve the desired goals.
Learning & Development are measured based on the growth of the business.
Learning & Development should not be a “stand alone” “do it for the sake of doing it” activities.
(1)
Establish
Business
Outcomes
(2)
Establish
Activities to
Achieve
Business
Outcomes
(3)
Ascertain
Organizational &
People
Capabilities
(4)
Establish
Learning
Outcomes
(5)
Implement
Learning
Activities
Continuous
Process
Improvement
Learning
Governance
/ Council
Learning &
Performance
Management
Systems
Strong
Leadership
Continuous
Learning &
Developing
•What do we want MORE of i.e. revenue, business, profit
•What do we want LESS of i.e. costs, losses, turnaround time.
•It is important that these are the activities that can help you achieve your business goals. The organizational/people capabilities should not be the basis to decide the activities
ESTABLISHING ORGANIZATIONAL CAPABILITIES
•Based on the activities that are required, ascertain whether there are necessary knowledge, skills and attributes to perform those activities
•If there are gaps between what is required and what is available, learning activities need to be established. These learning outcomes should link directly to the business outcomes.
•Learning activities need not be training. It can be coaching, on-the-job learning, reading a book, asking fellow colleagues / expert.
(1)
Establish
Business
Outcomes
(2)
Establish
Activities to
Achieve
Business
Outcomes
(3)
Ascertain
Organizational &
People
Capabilities
(4)
Establish
Learning
Outcomes
(5)
Implement
Learning
Activities
Continuous
Process
Improvement
Learning
Governance
/ Council
Learning &
Performance
Management
Systems
Strong
Leadership
Continuous
Learning &
Developing
•What do we want MORE of i.e. revenue, business, profit
•What do we want LESS of i.e. costs, losses, turnaround time.
•It is important that these are the activities that can help you achieve your business goals. The organizational/people capabilities should not be the basis to decide the activities
ESTABLISHING ORGANIZATIONAL CAPABILITIES
•Based on the activities that are required, ascertain whether there are necessary knowledge, skills and attributes to perform those activities
•If there are gaps between what is required and what is available, learning activities need to be established. These learning outcomes should link directly to the business outcomes.
•Learning activities need not be training. It can be coaching, on-the-job learning, reading a book, asking fellow colleagues / expert.
Identify the Organizational Business Outcome
BUSINESS GOALS AND CHALLENGES
IDENTIFY KEY RESULTS AREAS TO BE ACHIEVED
IDENTIFY KEY PERFORMANCE
DEFINE KEY JOB OUTPUTS • Look at your Business Plans and KPI
• Can be single team unit, or
• Cross functional team
More or Less???
More Less
Turn-Around-Time
Loss
Cost
Market Share
Revenue
Profit
15
Anda mempunyai 30 minit untuk melakukan TUGASAN ini. Selepas tu, kongsi tugasan anda kepada kumpulan lain.
Let’s have ….
16
(1)
Establish
Business
Outcomes
(2)
Establish
Activities to
Achieve
Business
Outcomes
(3)
Ascertain
Organizational &
People
Capabilities
(4)
Establish
Learning
Outcomes
(5)
Implement
Learning
Activities
Continuous
Process
Improvement
Learning
Governance
/ Council
Learning &
Performance
Management
Systems
Strong
Leadership
Continuous
Learning &
Developing
•What do we want MORE of i.e. revenue, business, profit
•What do we want LESS of i.e. costs, losses, turnaround time.
•It is important that these are the activities that can help you achieve your business goals. The organizational/people capabilities should not be the basis to decide the activities
ESTABLISHING ORGANIZATIONAL CAPABILITIES
•Based on the activities that are required, ascertain whether there are necessary knowledge, skills and attributes to perform those activities
•If there are gaps between what is required and what is available, learning activities need to be established. These learning outcomes should link directly to the business outcomes.
•Learning activities need not be training. It can be coaching, on-the-job learning, reading a book, asking fellow colleagues / expert.
Workshop Challenge # 1
Identify Activities required to achieve business outcome
19
People
Product Process
(1)
Establish
Business
Outcomes
(2)
Establish
Activities to
Achieve
Business
Outcomes
(3)
Ascertain
Organizational &
People
Capabilities
(4)
Establish
Learning
Outcomes
(5)
Implement
Learning
Activities
Continuous
Process
Improvement
Learning
Governance
/ Council
Learning &
Performance
Management
Systems
Strong
Leadership
Continuous
Learning &
Developing
•What do we want MORE of i.e. revenue, business, profit
•What do we want LESS of i.e. costs, losses, turnaround time.
•It is important that these are the activities that can help you achieve your business goals. The organizational/people capabilities should not be the basis to decide the activities
ESTABLISHING ORGANIZATIONAL CAPABILITIES
•Based on the activities that are required, ascertain whether there are necessary knowledge, skills and attributes to perform those activities
•If there are gaps between what is required and what is available, learning activities need to be established. These learning outcomes should link directly to the business outcomes.
•Learning activities need not be training. It can be coaching, on-the-job learning, reading a book, asking fellow colleagues / expert.
Competency The required
Attitude (Affective)
Skills (Psychomotor) &
Knowledge (Cognitive)
to perform a job at the optimal level (to the expected standard)
Job Competencies Profiling is a structured approach to assessing
competencies
• A Job Competencies Profile is a simple format for depicting types and levels of competencies
– required by specific jobs (JOB PROFILE)
–possessed by individuals (PERSON PROFILE)
Competency (Various definitions)
• The ability to perform a task
e.g. Bake a cake; Light up a furnace
• The ability to produce a result or an output
e.g. increase market shares; recruit staff
Competency (Various definitions)
• The ability to fulfil work objectives through a combination of knowledge, skills, attitudes, attributes and values
e.g. Honesty and Integrity
Competencies Functional and Developmental Capability
Developmental Capability
Functional Capability
(1) Personal
Effectiveness
(2) Relating to
Others
(3) Managing
Work
(4) Business
Savvy
(5) Leading Others
25
Competencies Functional and Developmental Capability
Developmental Capability
Functional Capability
(1) Personal
Effectiveness
(2) Relating to
Others
(3) Managing
Work
(4) Business
Savvy
(5) Leading Others
26
Kenal pasti pengisian Competency pada setiap bidang. Kemudian kongsi kepada kelas.
Agenda for today
27
TIME SESSION
08:30 – 09:00 Arrival of Participants
09:00 – 09:10 HSE Briefing Bacaan Doa
09:10 – 09:20 Welcoming Remarks by FJB
09:20 – 09:45 Learning & Development: Way Forward
09:45 – 10:30 Identify the Organizational Business Outcome
10:30 – 10:45 NETWORKING COFFEE BREAK
10:45 – 12:00 Identify Activities Required to achieve Business Outcome
12:00 – 13:00 Identify Competencies required to achieve business outcome
13:00 – 14:00 POWER LUNCH & SOLAT ZOHOR
14:00 – 15:00 Identify the learning needs of the Organization
15:00 – 16:00 Identify the Learning Gaps and Needs for the team members
16:00 – 17:00 Develop a Professional Development Plan for each learning needs
17:00 – 17:30 Develop Learning Metrics
17:30 Workshop Ends
(1)
Establish
Business
Outcomes
(2)
Establish
Activities to
Achieve
Business
Outcomes
(3)
Ascertain
Organizational &
People
Capabilities
(4)
Establish
Learning
Outcomes
(5)
Implement
Learning
Activities
Continuous
Process
Improvement
Learning
Governance
/ Council
Learning &
Performance
Management
Systems
Strong
Leadership
Continuous
Learning &
Developing
•What do we want MORE of i.e. revenue, business, profit
•What do we want LESS of i.e. costs, losses, turnaround time.
•It is important that these are the activities that can help you achieve your business goals. The organizational/people capabilities should not be the basis to decide the activities
ESTABLISHING ORGANIZATIONAL CAPABILITIES
•Based on the activities that are required, ascertain whether there are necessary knowledge, skills and attributes to perform those activities
•If there are gaps between what is required and what is available, learning activities need to be established. These learning outcomes should link directly to the business outcomes.
•Learning activities need not be training. It can be coaching, on-the-job learning, reading a book, asking fellow colleagues / expert.
(1)
Establish
Business
Outcomes
(2)
Establish
Activities to
Achieve
Business
Outcomes
(3)
Ascertain
Organizational &
People
Capabilities
(4)
Establish
Learning
Outcomes
(5)
Implement
Learning
Activities
Continuous
Process
Improvement
Learning
Governance
/ Council
Learning &
Performance
Management
Systems
Strong
Leadership
Continuous
Learning &
Developing
•What do we want MORE of i.e. revenue, business, profit
•What do we want LESS of i.e. costs, losses, turnaround time.
•It is important that these are the activities that can help you achieve your business goals. The organizational/people capabilities should not be the basis to decide the activities
ESTABLISHING ORGANIZATIONAL CAPABILITIES
•Based on the activities that are required, ascertain whether there are necessary knowledge, skills and attributes to perform those activities
•If there are gaps between what is required and what is available, learning activities need to be established. These learning outcomes should link directly to the business outcomes.
•Learning activities need not be training. It can be coaching, on-the-job learning, reading a book, asking fellow colleagues / expert.
What Is a Needs Assessment?
Needs assessment and analysis are data collection processes used to specify problems and to determine solutions.
How to Collect Data?
• Interviews
• Focus Groups
• Questionnaires
• Observations
• Performance Data Reviews
• Informal Discussions
• Knowledge Tests
Agenda for today
33
TIME SESSION
08:30 – 09:00 Arrival of Participants
09:00 – 09:10 HSE Briefing Bacaan Doa
09:10 – 09:20 Welcoming Remarks by FJB
09:20 – 09:45 Learning & Development: Way Forward
09:45 – 10:30 Identify the Organizational Business Outcome
10:30 – 10:45 NETWORKING COFFEE BREAK
10:45 – 12:00 Identify Activities Required to achieve Business Outcome
12:00 – 13:00 Identify Competencies required to achieve business outcome
13:00 – 14:00 POWER LUNCH & SOLAT ZOHOR
14:00 – 15:00 Identify the learning needs of the Organization
15:00 – 16:00 Identify the Learning Gaps and Needs for the team members
16:00 – 17:00 Develop a Professional Development Plan for each learning needs
17:00 – 17:30 Develop Learning Metrics
17:30 Workshop Ends
34
Task Analysis
Lakukan Task Analysis untuk pasukan / unit anda. Kongsi kepada rakan kelas.
Let’s Do An
Consider the learning needs of your team…
1. Knowledge, Skills and Mindset is required
2. Reflect this with the activities, and tasks they have to do
3. Share this experience with the people at your table
Learning Needs Based on the needs, map it against the Learning Areas
Development Capability
Functional Capability
(1) Personal
Effectiveness
(2) Relating to
Others
(3) Managing
Work
(4) Business
Savvy
(5) Leading Others
36
37
How do you fulfill your learning needs?
38
Attending Training
10%
Learn from
Others 20% Learn
from the Job 70%
Step 1 (70%): Ask your boss if you can participate in a project related to your learning needs.
Step 2 (20%): If no project or tasks is available, look for someone in the organization to help you.
Step 3 (10%): If all the above is not available, then only attend a course.
39
40
Let’s Do An
What BIRD are you…???
1. On your own, complete the questionnaire
2. You have 5 minutes to do this.
3. Do not tell anybody what bird you are.
4. TOP SECRET
5. BUT… You need to observe what type of a BIRD other people are.
Let’s Do An
What is your Learning Style???
1. On your own, complete the questionnaire
2. You have 5 minutes to do this.
3. Do not tell anybody what style you are.
4. TOP SECRET
5. BUT… You need to observe what is other people’s learning style.
70%
20%
10%
Learn & develop through LEARNING TRANSFER TO THE WORKPLACE via ACTION BASED
PROJECTS
Learn & develop through FEEDBACK, COACHING
AND MENTORING
Learn & develop through FORMAL
LEARNING OF CONTACT HOURS
Learning Design Approach
INVOLVING SUPERVISORS, COACHES, MENTORS AND SENIOR MANAGEMENT
Professional Development Plan - SAMPLE Learning Areas (1)
Your Ability
(2) Importance on the Job
Diff (+/-)
(1) – (2)
Learning Intervention
Deadline
Discipline Expertise 3 5 -2 On-The-Job / From Others
/ Course / Not Required
Personal Effectiveness 5 4 +1 On-The-Job / From Others
/ Course / Not Required
Relating to Others 3 5 -1 On-The-Job / From Others
/ Course/ Not Required
Managing Work 2 4 -2 On-The-Job / From Others
/ Course / Not Required
Business Savvy 2 2 0 On-The-Job / From Others
/ Course / Not Required
Leading Others 2 3 -1 On-The-Job / From Others
/ Course / Not Required
46
47
Good Learning Occurs…
Effective Delivery
Contextual Relevancy
Content Validity
Learning Transfer
Maximize learning
during the program
Maximize the
application of the
learning to the
workplace
End of Workshop And
Thank You
