Data on a Touch Pad

Training Needs Analysis

Training Needs Analysis (TNA)  is the most important part of the 'Corporate Training' process, as it helps in identifying and understanding issues that the organization might be facing. Our TNA reports are often an eye-opener for our client organizations, as we present in-depth analysis and identify the 'behavioral gaps' and the underlying reasons for those gaps.   

 

The process begins by understanding the pain points of the organizations with the aim to identify gaps that have led to the difference between current & desired levels of performance of the organization. 

 

 We suggest a process that covers the following areas:

  • Business Needs for the training - what is the business reason for the training.

  • Gap analysis - what do we want to have after the training that we don't have now. What competencies and behaviors can we change to close the gap. See Competency-Based Training.

  • Team assessment based on their Key Performance Indicators- analysis of their current skills, knowledge, competencies, and behaviors. 

  • Present both 'Trainabale' and Non-Trainable issues (that businesses need to consider to get desired results.

  • Agree training outcomes - Define the objectives and outcomes of the training. Identify how the success of the training program will be measured.

  • Choose the appropriate delivery method(s) - develop an outline of the training plan by module and cost of the training. This may include in-house and external training companies. See Training Design.

  • Budget approval/Sign off - report back to the business and get approval to go ahead.

 

The scale and complexity of each step vary depending on the size of the change expected and associated costs. But we believe even in the most straightforward cases, a small amount of time spent doing this sort of due diligence is time very well spent.

Focus of Training Nees Analysis

Business

Identify

the pain points

Performance

related 

issues

Learner 

Define

Profile

Learning 

identify 

gaps

What makes us Diffferent ?

We use DATA driven analysis of People Resources through ATMA platform to enable organisations to maximise their output and accelerate growth !

We use a Techno-Analytics tool that helps organizations focus on understanding and developing their employees' innate capabilities to achieve optimum business results. This GAME CHANGING tool is rightly called ATMA (Soul of the organisation), the achronym stands for:

A-  Awareness,

T -  Transformation,   &

M - Mental,

A -  Agility

 

ATMA helps organizations focus on understanding and developing their employees' innate capabilities to achieve optimum business results.

 

ATMA measures

  • Personality traits

  • Leadership attributes

  • Effectiveness indicators

  • Emotional competence

  • Company Culture

Why ATMA ?

  • Dashboards across hierarchy to support managerial decisions objectively.

  • Enables CXOs to prepare their organization for business growth.

  • The catalyst for enhancing company productivity

  • Development Center across Organisation for personal and professional growth acceleration

  • Aids Human Resource Optimisation

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Keyboard and Mouse

We specialize in Identifying Social Emotional Needs / Gaps by using scientifically validated 'behavioural assessments' .

Emotional Intelligence Assessment

- For identifying Social Emotional Strengths & Weaknesses

One of the biggest concerns that most people have regarding Emotional Intelligence is that it can be measured. Rightly so, for competency to be identified as an area of development, it needs to be ‘measured first,’ and the development of the same should be traceable.

 

Emotional Intelligence has a huge impact on our Personal & Professional lives. Every thought of ours passes through the emotional filter. While emotional intelligence isn’t the sole predictor of human performance and development potential, it is a key indicator in these areas.

 

The Good news is that Emotional Intelligence competencies can be measured; it is not a static factor. It changes over time and can be developed in targeted areas. Reuven Bar-Ondefines “Emotional intelligence (EI) is a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.” Emotional intelligence (EI) as defined here and applied in the Emotional Quotient Inventory (EQ-i 2.0) reflects one’s overall well-being and ability to succeed in life. 

 

 

Emotional Intelligence Training

There are many assessment tools available, the challenge is to find one that – is Proven for its Reliability and Validity! We, therefore, partner with Multi-Health Systems Inc  (MHS) A leading publisher of scientifically validated assessments for more than 30 years. We use EQ-i 2.0 and EQ 360 Assessment developed by Multi-Health Systems (MHS) team. The EQ-i® is the first scientifically validated Emotional Intelligence (EI) tool in the world.  EQ-i 2.0 captures emotional intelligence by dividing it into five general areas and 15 sub-sections or scales. 

 

Numerous statistical analyses confirm that the scores generated by this assessment are consistent and reliable. Results so far have revealed that the EQ-i 2.0 very accurately measures emotional intelligence. For example, decades of research now show the effectiveness of the EQ-i in measuring emotional intelligence, related concepts, and relevant outcomes. 

 

Both Workplace Report vs. Leadership Report can be generated after the assessment. The Workplace Report focuses on the impact of emotional intelligence on coworkers, supervisors, and clients, which can be used to develop current employees, or in evaluating the strength of prospective employees.The Leadership Report evaluates an individual's strengths and weaknesses in emotional intelligence that correlate with leadership performance.

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