Implementation of Training Needs Analysis & Measuring Training ROI

20-21 Nov, 2024, Wyndham Grand Bangsar Kuala Lumpur

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HJ. AZMI HJ A. BAKAR has more than 16 years
hands on experience in Human Resources and
Training and Development. He holds a Masters in
Human Resource Management from St. Clement
University, U.K.

 


Haji Azmi has held various Senior Management position in large
multi-national manufacturing companies such as Taiko Electronics,
Sharp Manufacturing, GP Batteries, Schick-Warner Lambert,
Flextronics Industries Malaysia and Mieco Chipboard Berhad.

 


Haji Azmi has been extensively involved in training and development
for the past 17 years. He has conducted many public and in-house
training for companies such as BERNAMA, Perodua, UMW Toyota,
Unilever, Mitsumi Electric, BASF Petronas, Proton, Sabah Electric,
Sacofa, Sarawak General Hospital, JKR Sabah, Kenanga Investment
Bank, Lafarge Cement, MTBE Petronas, Lucas automotive, Sime
Tyres International, Summi Rubber, Sarawak Hydro, Faber, Maybank
Venture, INTAN, Universiti PUTRA, Naza automotive, UEM, Tenaga
Nasional, WR Grace, Flexsys Chemical, Mechma boiler, Sharp
manufacturing, Wearnes Electronics, SMK Electronics, Kenwood,
Tryotech, Pasir Gudang Edible Oil, Grandbank Yatch, Time Telecom,
INTAN, KEMENTERIAN KEWANGAN, MMI industries, H&R Johnson,
Pelabuhan Tanjung Pelepas, West Port, Lembaga Pelabuhan
Kelang, Penang Port, Yamaha Electronics, GP Doors, Malaysian
Galvanized, KOMAG, Pioneer, Bridgestone, Bank Industri, Sebubu
Berhad Sarawak, Nestle, KEMENTERIAN PERTAHANAN BRUNEI
(KEMENTAH), etc.

 


His Expertise
• Implementation Of Training Needs Analysis (TNA)
• Basic Human Resource Management Skills
• Managing Training Function Effectively
• Understanding And Implementing Key Performance
Indicators (KPI)
• Developing Positive Working Culture
• Train The Trainer Skills For Supervisor
• Enhancing Interpersonal Communication Skills Through NLP
Approaches
• Supervisor EQ Leadership Skills
• Experiential Team Building Program
• Managing And Adapting Organization Change
• Developing SMART Interview And Selection Skills
• Developing Coaching and counselling skills through NLP
techniques

 

Venue Details

Wyndham Grand Bangsar Kuala Lumpur
1, Jalan Pantai Jaya Tower 3, Kuala Lumpur, 59200 MY,
Phone : +60322981888

https://wyndhamgrand bangsarkl.com.my/

Contact us

Juliany,
03 2283 6109
juliany@ipa.com.my

Phoebe,
03 2283 6100
phoebe@ipa.com.my 

FOR CUSTOMISED IN-HOUSE TRAINING
Jane,
03 2283 6101
Jane@ipa.com.my

ADDRESS 
A-28-5, 28th Floor, Menara UOA Bangsar, 
No.5, Jalan Bangsar Utama 1, 
59000 Kuala Lumpur
www.ipa.com.my

FOCUSING ON
  • Overview Training Flow
  • Training Needs Analysis Framework
  • The TNA 4 Phases Overview
  • The Importance Of Measuring Of Training Effectiveness
  • Kirk Patrick Evaluation Tool
  • Measuring Training ROI Based On KPI (Achievement)
  • Measuring ROI Based On Monetory
INTRODUCTION

The Training need analysis usually arises due to certain organizational problem which most of it focus on performance gaps.

 

In all these instances, the problems can potentially be resolved through training. This is where the training needs analysis comes in. The training needs analysis is a process in which the gap between the actual and the desired knowledge, skills, and attitudes (KSAs) in a job are identified.

COURSE LEARNING OUTCOMES (CLO)
  1. Define the Common Training process Flow Knowledge
  2. Comprehend the important of Training Need Analysis Knowledge
  3. Display the TNA framework activities Skills
  4. Choose appropriate TNA methodology that suite to their organization Skills
  5. Identify the importance of measuring the training effectiveness Attitude
  6. Develop the skills and knowledge on method of evaluation
  7. Exploring the level of evaluation using Kirk Patrick Model
WHO SHOULD ATTEND
HOD, Executives, Supervisors, Leaders or those who have subordinates.
METHODOLOGY
Interactive Lecture, Role Play, Case Study, Group Discussion, Video Clips And Using Neurolinguistics Programming techniques
DAY 1
9:00

MODULE 1: OVERVIEW TRAINING FLOW

  • Ice Breaking
  • The Overall Training Process Flow
  • Common Training Pitfall
  • What Is Training Needs And Training Needs Analysis
  • When TNA Being Conducted
  • Who’s Responsible With TNA
10.40

MODULE 2: TRAINING NEEDS ANALYSIS FRAMEWORK

  • The TNA Flow
  • Briefing Session To HOD
  • Train The TNA Assessor - Role And Methodology
  • Understand The TNA Various Methodology
  • Workshop : Case Study
11.40

MODULE 3: THE TNA 4 PHASES OVERVIEW

  • Preparing
  • Planning
  • Performing
  • Proposing
12.30

PREPARING PHASE

  • TNA Planning
  • TNA Methodologies
  • TNA Frame Work
  • Exercise On TNA1
1:00 Lunch
2:00

PLANNING PHASE

  • Developing TNA Survey Form
  • Testing The TNA Survey Form
  • Communicating The TNA Framework
  • Exercise On TNA2
3:40

PERFORMING PHASE

  • Execute The TNA
  • Prioritizing The TNA
  • Summarizing The TNA
4.30

ASSIGNMENT

  • TNA Performing Stage Practical Exercise
5:00 End of Course
DAY 2
9:00

ENERGISER

 

PROPOSING PHASE

  • Proposing Training
  • Workout Training Plan And Budget
  • Published Training Calendar
10.40

MODULE 4: THE IMPORTANCE OF MEASURING OF TRAINING EFFECTIVENESS

  • Overview Of Human Resource Development
  • Process Flow Of Training
  • Why Monitor
  • Formative Vs Summative Evaluation
  • Case Study
11.40

MODULE 5: KIRK PATRICK EVALUATION TOOL

  • 1st Level - Reaction
  • 2nd Level - Learning
  • 3rd Level - Transfer
  • 4th Level – Result
12.30 UNDERSTANDING THE TRAINING OBJECTIVE EXERCISE
1:00 Lunch
2:00

MEASURING TRAINING ROI BASED ON KPI (ACHIEVEMENT)

  • What Is ROI
  • How Many Type Of ROI In Training
  • ROI Based On KPI
3:40

MEASURING ROI BASED ON MONETORY

  • Type Of ROI That Can Be Measured Using Monetary Basis
  • Pitfall On ROI
  • On Calculating ROI Based On Monetary
5.00

COURSE WRAP-UP

  • Post Test
  • Course Wrap-Up
  • Course Evaluation
5:30 End of Course