Training Needs Analysis Berbasis Business Strategy & Competency Gap

23 - 24 September 2026 Malang Hotel Ibis Styles

Deskripsi

Program pengembangan SDM yang efektif tidak cukup hanya didasarkan pada permintaan pelatihan dari unit kerja. Divisi SDM perlu memastikan bahwa setiap program pembelajaran benar-benar menjawab business needs, competency gap, dan strategic priorities organisasi. Dalam industri perbankan yang terus menghadapi perubahan teknologi, regulasi, model bisnis, tuntutan efisiensi, serta peningkatan risiko, kemampuan melakukan Training Needs Analysis (TNA) secara sistematis menjadi semakin penting agar investasi pelatihan memberikan dampak nyata terhadap kinerja organisasi.

Pelatihan ini membekali peserta dengan metode praktis untuk melakukan analisis kebutuhan pelatihan mulai dari level organisasi, unit kerja, hingga individu. Peserta akan mempelajari cara menerjemahkan business strategy menjadi kebutuhan kompetensi, melakukan competency gap analysis, menentukan prioritas training, menyusun learning intervention, serta menghubungkan hasil TNA dengan KPI dan target bisnis. Dengan pendekatan berbasis data dan studi kasus perbankan, peserta diharapkan mampu menghasilkan rekomendasi program pelatihan yang lebih tepat sasaran, terukur, dan memiliki business impact.

Tujuan

Memahami konsep, tujuan, dan prinsip Training Needs Analysis.
Menghubungkan TNA dengan business strategy dan strategic objectives bank.
Mengidentifikasi kebutuhan kompetensi organisasi dan unit kerja.
Melakukan Competency Gap Analysis secara sistematis.
Menganalisis kesenjangan antara current performance dan expected performance.
Menentukan apakah suatu performance gap membutuhkan intervensi pelatihan atau bukan.

Materi

1. Business Strategy, Competency & Training Needs Analysis

2. Strategic Learning & Development dalam Perbankan

Peran L&D dalam strategic HR
Learning sebagai business enabler
Tantangan pengembangan kompetensi SDM perbankan

3. Understanding Business Strategy

Strategic objectives
Business priorities
Business challenges
Translating strategy into people requirements

4. Training Needs Analysis Framework

Konsep dan prinsip TNA
Organization, task dan individual analysis
Training need vs. business need

5. Competency Framework & Competency Mapping

Core competency
Technical competency
Managerial competency
Digital competency

6. Competency Gap Analysis

Current competency vs. required competency
Performance gap
Skill gap
Knowledge gap
Behavioral gap

7. Performance Analysis

Mengidentifikasi akar masalah kinerja
Training vs. non-training intervention
Root cause analysis

8. TNA Data Collection Techniques

Interview
Questionnaire
Observation
Performance data
Assessment result
Employee/manager feedback

9. TNA Prioritization, Learning Design & Business Impact

10. Training Needs Prioritization

Urgency vs. business impact
Critical competency
Regulatory & compliance needs
Strategic competency needs

11. Training Priority Matrix

High impact–high urgency
Competency criticality
Risk-based training prioritization

12. From Competency Gap to Learning Intervention

Training
Coaching
Mentoring
Job assignment
Knowledge sharing
Blended learning

13. Designing Training Recommendations

Learning objectives
Target participants
Learning method
Duration
Delivery approach

14. TNA untuk Berbagai Kelompok SDM Bank

Frontliner
AO/relationship manager
Risk & compliance
Operations
Digital/IT
Leadership

15. Linking TNA with Performance Management

KPI
Performance appraisal
Individual Development Plan
Career & talent development

16. Measuring Training Impact

Training effectiveness
Learning outcome
Behavioral change
Performance improvement
Business impact

Peserta

Learning & Development (L&D)
Human Resources (HR)
Talent Management
Organizational Development
Strategic Planning / Corporate Planning

Metode

Pre-test
Presentasi Materi
Diskusi
Studi Kasus
Post-test

Fasilitas

Training Amenities
Peralatan Pelatihan (Tas, Hand Out, Block Note, Pulpen, Watermark)
Sertifikat
Souvenir
2x Coffee Break, 1x Lunch

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