Competency Based Training Needs Analysis

Our Approach

Our methodology in conducting training needs assessment is based on the identification of the organization’s mission needs, critical role and individual Competency Gaps based on a well established Competency Framework.  Valdus has a systematic training needs assessment process that includes the collection of data from three levels of assessment (multi level assessment):

Competency Based Organizational assessment Competency Based Role assessment Competency Based Individual assessment
Begins at the organizational level. Explores differences between required and current Competency levels for each job/position/role. If a gap exists, that is important to the organization; a multi-level assessment explores the causes Explores differences between required and current Competency levels of employees.
Looks at broad performance issues and opportunities to make changes or improvements in the department. If a gap exists that: 1) is important to the organization, and 2) assures growth of employees in their occupational field, a multi-level assessment is a must
Explores differences between required and current Competency levels.
Looks at occupational groups affected by the organizational
Competency issues and opportunities for change and innovation

The key benefits of using a multi level needs assessment as stipulated above is that it enables:

The diagram summarizes our methodology for the identification of Competency Gaps which will be used as the basis for the TNA.

The following diagram depicts in much more details on how the training and development programs to be identified are linked to the Competency Gaps as well as to the Mission and Strategy of your organisation.

It is worth noting that there is a number of methods that will be utilized to assess the Competency Gaps and hence the Training Needs Assessment. Valdus consultants will use a combination of various methods, as deemed appropriate. 

Once the training needs assessment is complete and the results have been validated and prioritized by your organisation, the training plan will subsequently be developed. The training plan will define objectives, sets priorities, plans resource allocations and ensures funds are appropriately budgeted.  It will be blueprint of the organization’s program direction for training activities and resources.

The training plan will be based on the strategic goals of the organization. By developing and implementing same, the organization can ensure it has a competent and skilled workforce, accurate budget forecasting, and projections for current and future training needs.

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