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CAPABILITY GAP (3) DESIGNING TRAINING & DEVELOPMENT (FOLLOW-UP (Review…
CAPABILITY GAP
3) DESIGNING TRAINING & DEVELOPMENT
EMPLOYEES TO RECOGNIZE
THE DEVELOPMENT NEED
FORMAL TRAINING
DEVELOPMENT PROGRAMMES
Online, workshop
"FORUM & FIELD”
Groups: rehearsals & feedback
PERSONAL ACTION PLAN
How to apply new skills
CORPORATE UNIVERSITY
FOLLOW-UP
Review, coaching, feedback, mentoring
TIME TO APPLY & REFLECT !
ACTION LEARNING
Peer-groups: shared experiences, developing ideas
1) DIAGNOSING THE GAPS
CURRENT vs FUTURE SKILLS
WHO, WHAT, WHEN., WHERE
HOW applied in the real-life workplace
MONITORING & MEASURING
KEY POSITIONS FIRST
DATA COLLECTION (survey, interview, focus group)
ASSESSMENT TOOLS
Strenghts & dev. needs for individuals and teams
Myers-Briggs
4) SUSTAINING & MONITORING
IMPACT & EFFECTIVENESS
BENEFITS
DONALD KIRKPATRICK (1959)
FEEL
Questionnaires
IMPROVEMENT OF ATTITUDES, KNOWLEDGE AND SKILLS
Post-event testing
ABILITY TO APPLY SKILLS
Test
EFFECTIVENESS
Impact & benefits to organization
ADDITIONS
VALUE TO ORGANIZATION / INDIVIDUAL (Hamblin 1974)
ROI
INCREASE IN LONG-TERM POTENTIAL (Brinkerhoff
2006)
COST / BENEFIT ANALYSIS (Hamblin 1974)
FURTHER GAPS
2) IDENTIFYING DEVELOPMENT NEEDS
CAPABILITY MATRIX
Strenghts & dev. areas against each capability