Learning Objectives: 

• Understand the critical role of line managers in identifying training and organizational performance needs.

• Apply structured tools to identify, analyze, and prioritize training needs within their teams.

• Conduct root cause analysis to determine whether performance gaps require training or other types of interventions.

• Use organizational assessment models to evaluate broader workplace systems, structures, and culture.

• Synthesize data from both individual and organizational levels to create actionable recommendations.

• Communicate assessment findings clearly and confidently to support team and organizational improvement initiatives.
   

Learning Outcomes: 

• Identify and analyze team or organizational performance issues using structured assessment tools.

• Distinguish between training needs and non-training issues to recommend the most effective solutions.

• Apply root cause analysis techniques to understand underlying factors affecting performance.

• Conduct a basic organizational assessment using models such as the McKinsey 7S Framework or Weisbord’s 6-Box Model.

• Synthesize findings and present a practical needs assessment report aligned with organizational priorities.
   

After the course, the participants will be able to:

• Have a completed Performance Gap Worksheet based on real observation or interview;

• Developed a draft  Training Needs Analysis (TNA) Matrix with initial recommended intervention;

• A completed Organizational Team-Assessment using either the McKinsey 7S or Weisbord’s 6-Box Model

Session 1 (4-hours): Understanding Performance Gaps and Training Needs

• What is a Performance Gap?

• Training Needs Assessment (TNA)

• Common Sources of Performance Data
   

Session 2 (4-hours): Root Cause Analysis and Learning Intervention Planning

• Introduction to Root Cause Analysis

• Tools for Root Cause Analysis

• Differentiating Training vs. Non-Training Issues
   

Session 3 (4-hours): Organizational Assessment Principles and Models

• What is Organizational Assessment?

• Key Focus Areas in Organizational Assessment

• Frameworks for Organizational Assessment

• Guidelines for Writing a Needs Assessment Report
   

Session 4 (4-hours): Synthesizing Assessment Results and Presenting Findings

• Recap of Tools and Key Concepts

• Importance of communicating the results 

• Final Presentations

Ms. Marites Valerio is a Human Resource and Organizational Development Consultant with over 25 years of professional experience in human resource management, and more than 15 years in consulting and training across both private and government sectors. She also serves as Lead Consultant at CICP.LEARN Business Consultancy Management.

Ms. Valerio has advised and trained over a hundred organizations on HR strategy, business process improvement, strategic planning, leadership development, and curriculum design. Her expertise spans Learning and Organizational Development, Talent Acquisition, HR Business Partnering, HR Policy and Analytics, and Employee Relations. She has designed and delivered programs on leadership, strategic and business planning, change management, employee engagement, DEI, and organizational culture. Notable training topics include Good to Great Leadership, The 7 Habits of Highly Effective People, Blue Ocean Strategy, and Lean Six Sigma Fundamentals, among others.

Ms. Valerio holds a Bachelor’s degree in Computer Data Processing Management from the Polytechnic University of the Philippines. She completed a Post-Diploma Course in Training and Development Management at De La Salle–College of St. Benilde, and is currently pursuing an Online MBA at the Singapore Business School. She is a Certified Human Resource Professional (CHRP), Certified Career Advisor (CCA), and a Certified Diplomate Workplace Learning Performance Professional (CDWLPP). She is also a GRI Certified Sustainability Professional. Her certifications include programs from the Asian Institute of Management and international organizations in career coaching, HR leadership, and mental wellness.