Introduction

In light of the rapid changes in business environments and the growing need for human resource development, it has become essential for organizations to adopt modern scientific approaches to identify training needs and ensure alignment with their strategic objectives. Training Needs Analysis (TNA) using competencies is one of the most effective methods to identify gaps between actual and desired performance, ensuring the design of more precise and effective training programs. Moreover, measuring the Return on Investment (ROI) in training has become a key requirement to demonstrate the value of training expenditures and support data-driven decision-making.

Course Objectives

By the end of this course, participants will be able to:

• Understand the basic concepts of Training Needs Analysis and its importance in human resource development.

• Recognize the competency model and how to apply it in identifying training needs.

• Develop training plans based on the results of competency-based analysis.

• Use tools and methods to measure the ROI of training programs.

• Link training outcomes with the organization’s strategic objectives to improve investment decisions in training.

Course Modules

Day 1 – Framework and Modern Trends

• Introduction to the importance of training and organizational development in modern business environments.

• The concept and objectives of TNA and its role in enhancing organizational performance.

• Traditional vs. modern approaches to TNA.

• The relationship between strategic planning and training management.

Day 2 – Competencies as the Basis for Analysis

• The concept of competencies and their types (core, behavioral, technical).

• Steps to develop a competency framework in the organization.

• Linking competencies to strategic objectives and job performance.

• Practical exercise: Developing a competency model for selected roles.

Day 3 – Practical Applications of Competency-Based TNA

• Step-by-step process to identify training gaps using competencies.

• Data collection tools (surveys, interviews, field observations).

• Data analysis and extraction of actual training needs.

• Designing a comprehensive training plan based on analysis results.

Day 4 – Measuring Training Impact and ROI

• Introduction to the importance of measuring ROI in training.

• Training evaluation levels (Kirkpatrick – Phillips).

• Steps to calculate ROI using the Jack Phillips model.

• Designing Key Performance Indicators (KPIs) to measure training effectiveness.

• Practical exercise: Calculating ROI for a training program.

Day 5 – Managing Results, Reporting, and Case Study

• Building a monitoring and evaluation system for short- and long-term training programs.

• Preparing and presenting training results reports to senior management.

• Comprehensive case study on TNA and ROI evaluation.

• Open discussion and recommendations for improving training processes.

• Personal action plan for each participant to apply learning in their workplace.

Target Audience

• Training and development managers in organizations.

• HR specialists and organizational development professionals.

• Training planners and coordinators.

• Department and division managers interested in measuring training impact.

• Consultants and practitioners in organizational development.