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Competency Gap Analysis as a part of Human Resources Development System for Middle Management

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!.

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Competency Gap Analysis as a part of Human Resources Development System for Middle Management

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  1. 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

  2. Why do we need to conduct TNA? … Because the output of the TNA is A COMPREHENSIVE TRAINING SYSTEM! TRAINING NEEDS ASSESSMENT TRAINING SYSTEM

  3. TRAINING SYSTEM is a part of the HR strategy TRAINING SYSTEM is a part of the HR strategy and all other HR components: through training we develop the competencies of the staff to increase bank performance, to prepare future managers within the succession planning system, to motivate people to stay with the Bank.

  4. 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

  5. Common Training Myths Employees already have knowledge and skills to do their job. This is why they were hired. Myth 1 Our employee‘s jobs are so specialized that no one else knows them better than us, so no one else can teach them to us. Myth 2 If employees need new knowledge or skills, they’ll know about it faster than anyone else. They’ll know better than anyone else where to get the learning they need. Myth 3 If employees attended a course, then they learned what the organization needed. Myth 4

  6. Strategic Linkage of HRD

  7. Integrated HRM System Recruiting & selecting Managing performance Managing succession Compensating & rewarding Managing careers Training & development

  8. Competency Gap Analysis (CGA) and Training Needs Assessment (TNA)

  9. 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…

  10. Used terminology = + COMPETENCY KNOWLEDGE SKILLS

  11. Traditional Approach Performance Issues Training Expenditure Line Feedback Training Calendar HR Intervention

  12. Contemporary Approach Needs Assessment Training Objectives Evaluation Implementation Design

  13. Purpose • Address Performance Issues • Competency Development (Who & What?) • Strategic Alignment

  14. Benefits • Efficient & Effective use of Training Funds • Eliminate Redundant Training Efforts • Align Training Strategies with Performance Requirements

  15. Needs • Essential, Required, Necessary, Critical • Not a Want or Desire! • Gap between “What Is” and “What Ought To Be”

  16. Putting First Things First Vision Mission Objectives Strategy Activities Jobs Competencies People Training Needs

  17. Begin with the End in Mind TNA CGA Performance Outcome Activities

  18. Competency Gap Analysis • Individual interviews • Job analysis Individual level INTERNATIONAL BEST PRACTICES • Analysis of the Strategic Plan of the Bank • Visits at the HO and branches • Structured interviews with the Management Organizational level Operational level • Analysis of job descriptions

  19. Training Needs Assessment Effective behavior (in terms of skills, knowledge and attitudes) State of ineffectiveness (shortfall in necessary or desired skills or behavior) GAP

  20. Competency Catalogue as a Tool of CGA & TNA

  21. 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

  22. As we said in the beginning… … The output of the TNA should be A COMPREHENSIVE TRAINING SYSTEM! TRAINING NEEDS ASSESSMENT TRAINING SYSTEM

  23. Training System for SME Loan Officers - Example Induction training Credit Risk Management Training Loan Officer Training Post-training test Post-training test Training on Customer Relationship Management Training onnewly developed products Training onCommunication & Negotiations

  24. Thank you very much for your attention!

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