Ideas on conducting a Company Needs Analysis
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Just a few points I made when thinking about conducting a training needs analysis. Please feel free to use the ideas.
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Ideas on conducting a Company Needs Analysis
- 1. Company Needs Analysis for medium to large organisations By Sally Butler
- 2. Needs Analysis based on Business Objectives & needs of Team/Individual Assess & Plan what is Required Training Intervention Monitoring & Evaluation of Success Adapting As Required
- 3. Profits Wastage Budgeting Frequency & repetition Area? KPI’s Skills Gap New Technology Succession plans Job cuts? Quality Finance Business Objectives Complaints Turnover Industrial Relations Performance Attendance People Company Needs Analysis
- 4. Financial Issues – Solutions • Financial management qualifications of staff involved in decision making e.g. • Business and Finance • Accountancy • Relevant Software training such as Excel, SAP or Sage • Decision making • Creative Problem Solving 4
- 5. Meeting Business Objectives - Solutions 1. Succession plans 2. Quality 3. KPIs 4. Skills Gap 5. New Technology 1. CIPD qualifications 2. Quality control standards training 3. Setting SMART Goals 4. Difficulty analysis on job descriptions 5. Training in NT 5
- 6. PEOPLE – Solutions 1. Industrial relations 2. Performance 3. Turnover 4. Attendance 5. Management Competencies • Negotiation skills • Management communication • Performance management • Managing Change • Stress management • Presentation skills • Leadership training 6
- 7. Complaints • Staff may require the following training: –Customer Service –Handling Complaints –Communication skills –Creative problem solving 7
- 8. Required elements for success • Evidence of requirement • Stakeholder commitment • Team management support and commitment • Communication channels open • Embedding in the culture • Aligned with HR Policies • Evaluation of success (KPI's) • Return on Investment 8
- 9. Investment • Training at clients venue £425 a day for up to 12 participants • Open course training £99 per person • Training at provider venue £495 9
- 10. More information? • Go to website: www.fish4development.co.uk • Email: sally.butler@fish4development.co.uk • Call: 01522 685299 10
Notes de l'éditeur
- NEEDSBusiness aims and objectives (PESTLE)Predicted changes aheadCurrent methods used (SWOT) Talent developmentCareer development for the individualIiP?SOURCESBusiness plan/s for coming yearSenior Management discussions (qualitative) Workforce development and manpower plansAppraisal informationEngagement or Staff satisfaction surveys carried out? (quantitative)
- FINANCEconsidering the wastage may mean JUST IN TIME managementProfits ? May not be relevant but if income is generated are the profits acceptable?Budgeting – do people know how to budget – are there wise decisions made?BUSINESS OBJECTIVES Succession plans in place – are staff nearing retirement? If someone leaves, can their post be filled?Quality – is quality satisfactory, or improving? If declining, investigation into why? KPI’s – are they being met – do staff need to be more efficient – is a LEAN methodology needed to cut out unnecessary processes? Skills Gap – as with succession plans – are staff equipped to do their work? If there have been job cuts are new job descriptions and person specs requiring increased skills knowledge?New Technology – are there any many changes afoot for the organisation that require training?PEOPLE Industrial relations – if unions involved are they included – has there been strike action, increased litigation – is improved negotiation skills required? Performance – are staff and management working at high capacity? If not, what is this down to? Management? Morale? Turnover – is turnover high/low– again what does this signify? Do you need new blood? Do you need to retain your skilled workforce?Attendance – is this below industry standard? If high, is this long term or short term sickness? Are there patterns made and conclusions drawn?Management competencies – are they skilled to perform their role – do they need leadership training? COMPLAINTSArea – are complaints pinpointed to a specific section are the same mistakes being repeated? Are they regular complaints?Do staff need complaint handling training – are complaints driving the company forward with improvements?
- FINANCEconsidering the wastage may mean JUST IN TIME managementProfits ? May not be relevant but if income is generated are the profits acceptable?Budgeting – do people know how to budget – are there wise decisions made?
- BUSINESS OBJECTIVES Succession plans in place – are staff nearing retirement? If someone leaves, can their post be filled?Quality – is quality satisfactory, or improving? If declining, investigation into why? KPI’s – are they being met – do staff need to be more efficient – is a LEAN methodology needed to cut out unnecessary processes? Skills Gap – as with succession plans – are staff equipped to do their work? If there have been job cuts are new job descriptions and person specs requiring increased skills knowledge?New Technology – are there any many changes afoot for the organisation that require training?
- PEOPLE Industrial relations – if unions involved are they included – has there been strike action, increased litigation – is improved negotiation skills required? Performance – are staff and management working at high capacity? If not, what is this down to? Management? Morale? Turnover – is turnover high/low– again what does this signify? Do you need new blood? Do you need to retain your skilled workforce?Attendance – is this below industry standard? If high, is this long term or short term sickness? Are there patterns made and conclusions drawn?Management competencies – are they skilled to perform their role – do they need leadership training?
- COMPLAINTSArea – are complaints pinpointed to a specific section are the same mistakes being repeated? Are they regular complaints?Do staff need complaint handling training – are complaints driving the company forward with improvements?
- Cost of Trainer’s time based on £30,000 = £150 a dayTraining at organisations venue (free) £485 for each day’s training plus ILM registration fees per candidateOr if at Aspire venue £145 per candidate plus registration fees for ILM