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

The Strategic TNA & Competency Mapping Master Class is an advanced professional programme for HR, L&D and business professionals. It prepares them to diagnose capability needs with the same rigour, evidence and business focus expected of an internal or external consultant.
Many organisations still run training needs assessment as a yearly exercise in collecting course requests. The outcome is predictable: training budgets go on programmes that do not change performance, capability gaps stay hidden until they hurt results, and leadership stops trusting L&D recommendations. This master class replaces that approach with a structured, strategy-led discipline. The starting point is the business, the diagnostic tool is the competency map, and every training investment is justified by evidence.
The programme is built around the MAPS Capability Framework: Mandate (anchor TNA in strategy, KPIs and workforce capability), Architect (build, apply and measure the competency map), Probe (diagnose needs at organisational, job/task and individual levels) and Steer (analyse, prioritise and present recommendations to leadership).
Over twelve modules, participants move from the foundations of strategic TNA to designing competency frameworks, profiling roles, measuring proficiency and visualising capability gaps. They then apply the competency map to diagnose needs at every level, use quantitative prioritisation techniques, and build executive-ready reports.
The programme is practical throughout. Participants work with real diagnostic instruments, skill matrices, capability heat maps, weighted scoring models and report templates, drawing on examples from manufacturing, banking, healthcare, retail, telecoms, the public sector and the development sector. They leave able to answer the question leadership actually cares about: which capability gaps are holding back performance, and what is the smartest investment to close them?

- 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.

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.

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.

Features:

Features:

Duration: 02 Days
Time: 09:00 AM to 05:00 PM (Nepal Time)
Date: 12-13 October, 2026
Venue: Radisson Hotel Kathmandu, Nepal

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