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: Training Needs Analysis

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

Identify Business Needs

1

2

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

Alignment of Current Workforce and “Go-to-market” Products

Suggestion: use Excel and build database consisting information about employee’s capabilities and trendy products in market

Step 3Step 1 Step 2

Procuring Vendors and Partners

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

Division of Labour

Booking Co-ordinating and Quality Assurance of Training Courses

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

Thank you :)