Master Class on Strategic TNA & Competency Mapping (McSTNACM) 1st Batch for Nepal

• Position Training Needs Assessment as a strategic business diagnostic rather than an administrative HR activity.
• Build the capability to translate business strategy, KPIs and workforce plans into clearly defined capability requirements.
• Develop expertise in designing competency frameworks, including competency dictionaries, behavioural indicators and proficiency scales.
• Equip participants to profile roles and map competencies across jobs, tasks and role families.
• Build proficiency in selecting and applying valid, reliable and bias-aware competency assessment methods.
• Enable participants to analyse and visualise competency gaps using skill matrices, gap indices and capability heat maps.
• Strengthen the ability to conduct TNA at organisational, job/task and individual levels, and to connect the three.
• Develop competence in distinguishing genuine training needs from performance issues caused by process, systems, motivation or management.
• Build skills in designing data collection instruments and analysing qualitative and quantitative TNA data.
• Equip participants to prioritise training needs using weighted scoring, risk, cost-benefit and ROI logic.
• Develop the ability to produce consultant-grade TNA reports and present persuasive, evidence-based recommendations to senior leadership.

Modules

M-1: Foundations of Strategic Training Needs Assessment (TNA)
M-2: Linking TNA to Business Strategy, KPIs & Workforce Capability
M-3: Competency Framework Architecture
M-4: Role Profiling & Competency Mapping: Job, Task & Role-Family Analysis
M-5: Competency Assessment Methods & Proficiency Measurement
M-6: Competency Gap Analysis, Skill Matrices & Capability Heat Mapping
M-7: Organisational-Level TNA: Capability Audit & Macro Analysis
M-8: Job & Task-Level TNA: Critical Task Analysis & Role Requirements
M-9: Individual-Level TNA: Performance Data, IDPs & Career Development Linkage
M-10: Data Collection & Data Analysis Tools & Methodologies
M-11: Quantitative Analytics, Skill Gap Indexing & Training Prioritisation
M-12: Designing TNA Reports & Executive Presentation

• Diagnose performance problems strategically, separating symptoms from root causes and training needs from non-training issues.
• Translate organisational strategy and KPIs into measurable capability requirements and learning priorities.
• Design a validated competency framework with clusters, behavioural indicators and a multi-level proficiency scale.
• Build role profiles and role-competency maps for individual jobs and whole role families.
• Select and apply suitable assessment methods, such as 360° feedback, behavioural interviews, assessment centres, tests and manager ratings, to measure proficiency accurately.
• Construct skill matrices, calculate skill gap indices and produce capability heat maps showing where gaps are concentrated.
• Conduct an organisational capability audit that links workforce capability to strategic priorities, change and transformation.
• Perform critical task analysis to set role requirements and identify task-level training needs.
• Analyse individual performance data and convert findings into Individual Development Plans (IDPs) linked to career and succession paths.
• Design and deploy TNA instruments (surveys, interviews, focus groups, observation checklists) and analyse the data they produce.
• Prioritise training needs with weighted scoring models, risk-based ranking and cost-benefit/ROI estimates.
• Produce and present an executive-ready TNA report and dashboard with a phased, KPI-linked learning roadmap.

This program is offered by the World Academy for Research & Development.

“The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®)  criteria for recertification credit pre-approval.” [www.learn.hrci.org]

“World Academy is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.” [www.shrm.org]

Features:

• Duration: 02 Days
• Time: 09:00 AM to 05:00 PM (Nepal Time)
• Date: 7 & 8 October, 2026          
• Venue: Radisson Hotel Kathmandu, Nepal

• Post Completion:
  • Electronic Certificate

Strategic Needs Diagnosis: Ability to treat TNA as a business diagnostic:
Framing the business problem, separating symptoms from root causes, and telling training needs apart from non-training performance issues.

Strategy-to-Capability Translation:
Capability to interpret business strategy, KPIs and workforce plans and translate them into clearly defined, measurable capability requirements and learning priorities.

Competency Framework Design:
Ability to design competency architectures, including clusters, competency dictionaries, behavioural indicators and proficiency scales, and to validate them with stakeholders.

Role Profiling & Competency Mapping:
Capability to analyse jobs, tasks and role families and map the required competencies and proficiency levels to each role.

Competency Assessment & Proficiency Measurement:
Skill in selecting, designing and applying valid, reliable and bias-aware methods to measure current proficiency against required levels.

Capability Gap Analytics & Visualizations:
Ability to build skill matrices, calculate gap indices and turn competency data into capability heat maps that show where gaps are concentrated and how critical they are.

Organizational Capability Auditing:
Competence in running macro-level capability audits that reflect strategy, structure, culture, digital readiness, change initiatives and succession risk.

Job & Task-Level Needs Analysis:
Ability to identify critical tasks, performance standards and role requirements, and to diagnose where task performance falls short because of capability gaps.

Individual Development Diagnostics:
Skill in interpreting appraisal data, 360° feedback and behavioural evidence to set individual development priorities and produce IDPs linked to career and succession plans.

TNA Research & Data Methodology:
Ability to design and deploy surveys, interviews, focus groups and observation instruments, and to analyse qualitative and quantitative data with attention to reliability and validity.

Quantitative Prioritisation & Investment Logic:
Capability to rank training needs using weighted scoring, risk, urgency, cost-benefit and ROI models so that resources go where they have the greatest impact.

Executive Reporting & Strategic Influence:
Skill in producing consultant- grade TNA reports and dashboards, telling a compelling evidence story, handling executive objections, and securing commitment to a phased learning roadmap.