KSA Development and Training Need Identification

Presented By: Sarbaz Zafar Welingkar Institute of Management Development and Research

Objectives of Project

To identify the Knowledge, Skills and Attributes for different job roles, and develop a KSA matrix for Accounts Payable. Provide a framework to identify training needs and suggests a customized training program.

KSA Defined

Knowledge is awareness and understanding of facts, truths or information. Eg: Accounting, Financial and Taxation Knowledge, Banking Knowledge. Skills is an ability , to carry out pre- determined results with minimum outlay of time, energy or both. Eg: Interpersonal skill, Analytical skill. Attributes are characteristics of person. Eg: Patience, confidence, dedication, etc.

Steps to Identify KSAs

Understanding of job Identification of Knowledge areas related to Work Preparation of Exhaustive list of Knowledge Areas in detail

Verification of KSA by HOD s and Role Holder

Identification of knowledge for SR, SSR and TL

Grouping & classification of Knowledge areas

SSAP STRUCTURE

SSAP

Scrolling & DMS

HO- A/cs
Corporate Admn Expenses

Invoice Processing: Indigenous Material Import Material

CVP

MINOR PROJECTS

Central Payment Section

KSA for Accounts Payable

Knowledge, Skill and Attribute matrix prepared for Accounts Payable. Approval from respective Team leaders and HOD

Process for Identifying training Needs

KSA Build a rating scale Assessing current levels of Knowledge and skills Determine Training Program Identify the gap between actual and desired

Identification of Training Program

Refresher Training: Basic course to refresh important concepts Intermediate Training: More complex course to cover a broader view of concepts Extensive Training: An intense training program of longer duration to cover concepts in greater details

Demonstration
Demonstration of KSA template for training need identification

Step 1: Employee to be rated by the HOD for each Knowledge/skill area (from KSA template) based on the scales mentioned. Step 2: Include an Importance rating for each Knowledge/skill area for that job for HODs assessment. Step 3: Include a self assessment rating as well as importance rating for each Knowledge/Skill area for the employee. Step 4: Identify the training course for the gap in concerned knowledge and skill area.

Deliverables

Acquaint the participants with the concept, approach and techniques of productivity. Identifying areas in which employees could play an effective role in promoting productivity in the organization. Help participants in the proper understanding of the role of training in the organization.

Steps Ahead

Benchmarking against companies in same business as Reliance Include a training program for new joinees Take into considerations the inconsistencies between the HODs rating and self assessment Development of annual training program Amendments for introducing executive education

Recommendation

On the job training- conducted on the job either by the trainees immediate superior or a nominated peer trainer In House training- A full time classroom training by the senior retired employee of the firm Job Rotation- Employees can be made to move from one function to another at planned intervals which makes the employee, a multi tasking individual. Outbound Programs Videotapes

Thank you
Questions?