Hello Friends!
I'm an MBA student doing my summer project on "Competency Based Traning Need Analysis" in a reputed Sales Oriented Company in bangalore.
So,can anyone of you help me coming up with the questionnaire??
Plz help....its really needed.
Thanks,
Sunita.
From India, Bangalore
I'm an MBA student doing my summer project on "Competency Based Traning Need Analysis" in a reputed Sales Oriented Company in bangalore.
So,can anyone of you help me coming up with the questionnaire??
Plz help....its really needed.
Thanks,
Sunita.
From India, Bangalore
Sunita
I can almost certainly help you with this - either directly or by putting you in touch with some resources. However, I have to ask some questions:
Donald H Taylor
I can almost certainly help you with this - either directly or by putting you in touch with some resources. However, I have to ask some questions:
- What is the tranining needs analysis for? (e.g. is it for Sales, if so, what type: direct / consultancy based, etc)
How many people are involved?
Will competency analysis be done online or via paper?
Do all the potential trainees have the same job role? If not, how many job roles are involved?
Who is asking for the TNA, and why?
Donald H Taylor
Hello Donald,
That was very kind and generous of you to take time to reply to my post. As far as the your queries related to my project are concerned, here are few of the details:
1) I'm doing my project in a direct sales oriented company.
2) They basically sale through door-to-door knocking in addition to
Corporate Sales...and are Asia's biggest direct sales oriented company.
3) They have three main products viz. Water Purifiers, Vacuum Cleaners
and Security Systems (like smoke detectors,CTC door cameras etc.)
4) I'm working on Team Leaders, Sr. Team Leaders and HCRCs (Head of
customer response centre)...responsibilities of each level goes on
increasing respectively.
5) I'm done with the Job Description and have already through with the
Competency Dictionary and Cluster making.
6) I need your help in questionnaire designing and how to assess the
training requirement.
7) Mostly I would like to interview them personally, so it would be on
paper as well as I'll prepare the soft copy.
8) My guide in the company is asking for the report as he want to make
out as where are they lacking in their training modules.
Hope that answer all ur queries.......Friend, it wud be great if you cud help me as soon as possible coz I'm in real time constrain.
Waiting for your kind reply!
Thanks,
Sunita.
From India, Bangalore
That was very kind and generous of you to take time to reply to my post. As far as the your queries related to my project are concerned, here are few of the details:
1) I'm doing my project in a direct sales oriented company.
2) They basically sale through door-to-door knocking in addition to
Corporate Sales...and are Asia's biggest direct sales oriented company.
3) They have three main products viz. Water Purifiers, Vacuum Cleaners
and Security Systems (like smoke detectors,CTC door cameras etc.)
4) I'm working on Team Leaders, Sr. Team Leaders and HCRCs (Head of
customer response centre)...responsibilities of each level goes on
increasing respectively.
5) I'm done with the Job Description and have already through with the
Competency Dictionary and Cluster making.
6) I need your help in questionnaire designing and how to assess the
training requirement.
7) Mostly I would like to interview them personally, so it would be on
paper as well as I'll prepare the soft copy.
8) My guide in the company is asking for the report as he want to make
out as where are they lacking in their training modules.
Hope that answer all ur queries.......Friend, it wud be great if you cud help me as soon as possible coz I'm in real time constrain.
Waiting for your kind reply!
Thanks,
Sunita.
From India, Bangalore
Hello Donald!!
Friend, I'm still waiting for the reply from ur side........I'm in real need so please plz me out as soon as possible because I'm really running out of time.
Waiting for the reply.................!!!
Thanks,
Sunita.
From India, Bangalore
Friend, I'm still waiting for the reply from ur side........I'm in real need so please plz me out as soon as possible because I'm really running out of time.
Waiting for the reply.................!!!
Thanks,
Sunita.
From India, Bangalore
Dear Sunita
Thank you for the detail you gave in your previous reply, and my apologies for the delay in replying - I appreciate that you under a time constraint.
You seem very well advanced with your analysis already. In particular, if you already have a competency dictionary, then here are the next steps I think you should take:
1) Ensure that the competency dictionary is graded (you may already have done this). There might be as few as three levels called, say: following, delivering and leading (the names are quite important - see later). Each grade should be well described at each level - say with about 50 to 150 words.
2) Ensure that the job descriptions that you have created not only list the competencies required, but the level at which competency is required.
3) When you conduct your interviews, rather than having a questionnaire, sit down and go through the list of competencies together, and establish what competencies they have, and to what level. Do not tell them what skills are required for their job, or to what level. This gets rid of the need for designing a questionnaire, but you will have to be smart in your questioning. Asking 'Are you a good salesman?' will only get one answer. However, asking what people (for example) to describe what they do during a sales call will enable you to learn something of their competencies - e.g. how they establish customer needs, can they close the sale, how organised they are in their daily routine and so on.
4) When the interviews are complete, you can compile the results to show the desired level of skill (the competencies and grades required for the job) against the actual level (those that people actually have). You can then use this analysis to show where the greatest need for training is both in terms of the largest gaps in competence, and the most numbers of people needing training.
5) Finally, you can work with your guide to see where his or her current catalogue of training meets these key areas of training requirement.
Sunita, I hope that this makes sense, and is useful. If I can be of further assistance, please do let me know.
Best regards
Donald H Taylor
My blog: www.donaldhtaylor.co.uk
Thank you for the detail you gave in your previous reply, and my apologies for the delay in replying - I appreciate that you under a time constraint.
You seem very well advanced with your analysis already. In particular, if you already have a competency dictionary, then here are the next steps I think you should take:
1) Ensure that the competency dictionary is graded (you may already have done this). There might be as few as three levels called, say: following, delivering and leading (the names are quite important - see later). Each grade should be well described at each level - say with about 50 to 150 words.
2) Ensure that the job descriptions that you have created not only list the competencies required, but the level at which competency is required.
3) When you conduct your interviews, rather than having a questionnaire, sit down and go through the list of competencies together, and establish what competencies they have, and to what level. Do not tell them what skills are required for their job, or to what level. This gets rid of the need for designing a questionnaire, but you will have to be smart in your questioning. Asking 'Are you a good salesman?' will only get one answer. However, asking what people (for example) to describe what they do during a sales call will enable you to learn something of their competencies - e.g. how they establish customer needs, can they close the sale, how organised they are in their daily routine and so on.
4) When the interviews are complete, you can compile the results to show the desired level of skill (the competencies and grades required for the job) against the actual level (those that people actually have). You can then use this analysis to show where the greatest need for training is both in terms of the largest gaps in competence, and the most numbers of people needing training.
5) Finally, you can work with your guide to see where his or her current catalogue of training meets these key areas of training requirement.
Sunita, I hope that this makes sense, and is useful. If I can be of further assistance, please do let me know.
Best regards
Donald H Taylor
My blog: www.donaldhtaylor.co.uk
i am a final year mba student..i am doin a project on training need analysis in a public sector manufacturing company.but i am not at all sure how to proceed.should i do the analysis of the employees working in whole plant or only a part.what informations i have to collect before designing the questtionaire.
plz reply
From India, Delhi
2plz reply
From India, Delhi
Hi Sunita,
Donald has explained the things very well. I have worked on the similar project in my organization. But i haven't designed the questionaire for finding competency gap. What i did is , i have charted down the Job descriptions or KRA's for each position and then i have bifuracated them in two competencies one is technical and other is non-technical.
For example for sales guys the technical competencies are their sales skill, their product knowledge and competitor knowledge. In soft skills you can include interpersonal skill, customer handling skill and his convincing skills.
For each level you need to sit with HOD and defined the required proficiency to do that particular task for that particular position and then you need to put the actual proficiency that the person has who is performing that job this can be done with discussion with HOD and discussion with the employee.
For example a sales person working as sales manager he needs to be at 8 level out of 10 point scale , this is required sales proficiency for performing that job efficiently but when you talk to the HOD he gives you a feedback that this guy is only at 6 level and the person himself/heself thinks that he/she also lacks in this required proficiency means there is a gap of 2 level in what is required and what he has to perform a job.
This is how you can analyse a gap and then once gap is identified you need to work on bridging the gap through training(It can be on job or external training also)
I hope this must have given some idea how you can take this project forward.
If you need anymore details on this pls. free to talk to me. I can even forward you the competency mapping sheet which i have prepared along with the action plan.Pls. provide me your mail id so that i can forward you the same.
Regards,
Surendra varma
From India, Surat
Donald has explained the things very well. I have worked on the similar project in my organization. But i haven't designed the questionaire for finding competency gap. What i did is , i have charted down the Job descriptions or KRA's for each position and then i have bifuracated them in two competencies one is technical and other is non-technical.
For example for sales guys the technical competencies are their sales skill, their product knowledge and competitor knowledge. In soft skills you can include interpersonal skill, customer handling skill and his convincing skills.
For each level you need to sit with HOD and defined the required proficiency to do that particular task for that particular position and then you need to put the actual proficiency that the person has who is performing that job this can be done with discussion with HOD and discussion with the employee.
For example a sales person working as sales manager he needs to be at 8 level out of 10 point scale , this is required sales proficiency for performing that job efficiently but when you talk to the HOD he gives you a feedback that this guy is only at 6 level and the person himself/heself thinks that he/she also lacks in this required proficiency means there is a gap of 2 level in what is required and what he has to perform a job.
This is how you can analyse a gap and then once gap is identified you need to work on bridging the gap through training(It can be on job or external training also)
I hope this must have given some idea how you can take this project forward.
If you need anymore details on this pls. free to talk to me. I can even forward you the competency mapping sheet which i have prepared along with the action plan.Pls. provide me your mail id so that i can forward you the same.
Regards,
Surendra varma
From India, Surat
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Competency based training.doc
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