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7/31/2019 KSA Development and Training Need Identification Presentation
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KSA Development and TrainingKSA Development and Training
Need IdentificationNeed Identification
Presented By: Sarbaz ZafarPresented By: Sarbaz Zafar
Welingkar Institute of ManagementWelingkar Institute of Management
Development and ResearchDevelopment and Research
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Objectives of ProjectObjectives of Project To identify the Knowledge, Skills and AttributesTo identify the Knowledge, Skills and Attributes
for different job roles, and develop a KSAfor different job roles, and develop a KSA
matrix for Accounts Payable.matrix for Accounts Payable.
Provide a framework to identify training needsProvide a framework to identify training needs
and suggests a customized training program.and suggests a customized training program.
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KSA DefinedKSA Defined
Knowledge isKnowledge is and understanding of facts,and understanding of facts,
truths or information. Eg: Accounting, Financial andtruths or information. Eg: Accounting, Financial and
Taxation Knowledge, Banking Knowledge.Taxation Knowledge, Banking Knowledge.
Skills is anSkills is an , to carry out pre- determined results, to carry out pre- determined results
withwith minimum outlay of time, energy or bothminimum outlay of time, energy or both. Eg:. Eg:
Interpersonal skill, Analytical skill.Interpersonal skill, Analytical skill.
Attributes are characteristics of person.Attributes are characteristics of person.
Eg: Patience, confidence, dedication, etc.Eg: Patience, confidence, dedication, etc.
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Steps to Identify KSAsSteps to Identify KSAs
Understanding
of job
Identification of
Knowledge areas
related to Work
Preparation of
Exhaustive list of
Knowledge Areas
in detail
Grouping &classification
of Knowledge areas
Identification of
knowledge for
SR, SSR and TL
Verification ofKSA by HOD s
and Role Holder
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Scrolling&
DMS
HO- A/cs
CorporateAdmn
Expenses
CVPInvoiceProcessing:Indigenous
Material
Import Material
MINORPROJECTS
CentralPaymentSection
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KSA for Accounts PayableKSA for Accounts Payable
Knowledge, Skill and Attribute matrix prepared forKnowledge, Skill and Attribute matrix prepared for
Accounts Payable.Accounts Payable.
Approval from respective Team leaders and HODApproval from respective Team leaders and HOD
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Process for Identifying trainingProcess for Identifying training
NeedsNeeds
KSABuild a rating
scale
Assessing current
levels of
Knowledge
and skills
Identify the gap
between actual
and desired
Determine
Training Program
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Identification of Training ProgramIdentification of Training Program
Refresher TrainingRefresher Training: Basic course to refresh important: Basic course to refresh important
conceptsconcepts
Intermediate TrainingIntermediate Training: More complex course to cover a: More complex course to cover a
broader view of conceptsbroader view of concepts
Extensive TrainingExtensive Training: An intense training program of longer: An intense training program of longerduration to cover concepts in greater detailsduration to cover concepts in greater details
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DemonstrationDemonstration
Demonstration of KSA template for training need identificationDemonstration of KSA template for training need identification
Step 1: Employee to be rated by the HOD for each Knowledge/skillStep 1: Employee to be rated by the HOD for each Knowledge/skill
area (from KSA template) based on the scales mentioned.area (from KSA template) based on the scales mentioned. Step 2: Include an Importance rating for each Knowledge/skill areaStep 2: Include an Importance rating for each Knowledge/skill area
for that job for HODs assessment.for that job for HODs assessment.
Step 3: Include a self assessment rating as well as importanceStep 3: Include a self assessment rating as well as importance
rating for each Knowledge/Skill area for the employee.rating for each Knowledge/Skill area for the employee.
Step 4: Identify the training course for the gap in concernedStep 4: Identify the training course for the gap in concerned
knowledge and skill area.knowledge and skill area.
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DeliverablesDeliverables
Acquaint the participants with the concept, approach andAcquaint the participants with the concept, approach and
techniques of productivity.techniques of productivity.
Identifying areas in which employees could play anIdentifying areas in which employees could play an
effective role in promoting productivity in theeffective role in promoting productivity in the
organization.organization.
Help participants in the proper understanding of the roleHelp participants in the proper understanding of the role
of training in the organization.of training in the organization.
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Steps AheadSteps Ahead
Benchmarking against companies in same business asBenchmarking against companies in same business as
RelianceReliance
Include a training program for new joineesInclude a training program for new joinees
Take into considerations the inconsistencies between theTake into considerations the inconsistencies between the
HODs rating and self assessmentHODs rating and self assessment
Development of annual training programDevelopment of annual training program
Amendments for introducing executive educationAmendments for introducing executive education
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RecommendationRecommendation
On the job training- conducted on the job either by theOn the job training- conducted on the job either by the
trainees immediate superior or a nominated peer trainertrainees immediate superior or a nominated peer trainer
In House training- A full time classroom training by theIn House training- A full time classroom training by the
senior retired employee of the firmsenior retired employee of the firm
Job Rotation- Employees can be made to move from oneJob Rotation- Employees can be made to move from onefunction to another at planned intervals which makes thefunction to another at planned intervals which makes the
employee, a multi tasking individual.employee, a multi tasking individual.
Outbound ProgramsOutbound Programs
VideotapesVideotapes
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Thank youThank you
Questions?Questions?