Human Resource Management - Sample Assignment PDF

Running Head: HUMAN RESOURCE MANAGEMENT 1
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT 2
Introduction
Nowadays, Human Resource Development (HRD) plays a significant role in the growth
organization and its employees. It is the framework for assisting the employees in the process of
developing their personal and organizational knowledge, abilities and skills (DeSimone &
Werner, 2012). The objective of this essay is to review a literature on chosen topic i.e. Training
Needs Analysis (TNA). Training needs analysis is a process in which an organization recognizes
the training and development needs of employees so that they can perform their job
responsibilities effectively. It includes an evaluation of training needed at different levels of
organization. It assists the organization to determine that what training needs to take place in the
workplace. Generally, the needs for training considers some important factors like business
needs, methods of training, current competencies, effectiveness and costs of training (McGuire &
Jorgensen, 2011). This is an important aspect because it helps in determining training needs in
era of fast changing technology. It is significant as it supports the managers to know about the
key development areas of his staff. In this essay, the literature review includes the purpose of
need analysis, circumstances in which training needs analysis is necessary, steps in training
needs analysis, role of TNA in organizational change and ethical issues in this process.
Literature Review and Critical Analysis
However, the training need analysis is vital for effective efforts, but this significant component
of training and development process is generally avoided. It is very important for the
organization to understand that effective evaluation of training needs analyzes the requirements
people and matches them with its objectives. It enables the top managers to agree and apply cost
effective, cohesive and coordinated training programs. As stated by Ford (2014), simply
providing training to individuals may omit the priority requirements or it can cover the areas
which are not essential. In her article, Pandey (2017) defined training need analysis as a starting
phase in a cyclical process that contributes to overall training and development strategy to the
employees in an organization (Pandey, 2017). The author put her point that effective training
need analysis is vital in today’s changing work environment as flexible working practices and
new technologies are becoming widespread that is leading to consistent changes in the abilities
and skills required (Bansal & Tripathi, 2017). Bentley (2006) stated that the major purpose of

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training need analysis is to fulfill the gap between desired and actual conditions by identifying
the differences in results, putting them in priority order and choosing the significant for
reduction. Each and every organization uses this process in its workplace. In this context,
DeSimore and Werner (2012) stated that there are some specific circumstances where it is
necessary to execute training need analysis. One of the major situations is when the description
of work is changed and methodologies are reviewed. Simply, it can be stated that in the situation
of new expectations, training and development program is needed (DeSimone &s Werner, 2012).
In their article, Bansal & Tripathi (2013) argued that when any company adopts new and
advanced technologies, in that case, it needs to conduct training program. Learning to use new
technologies needs acquisition of extra knowledge and skills; therefore it is apt to practice a
training needs analysis to specify the needs for training (Bansal & Tripathi, 2013). Digital
advancement is the biggest trend and issue in today’s Human resource development. In order to
overcome this issue, the companies are using training need analysis. In the implementation of
digital transformation, there may be two issues i.e. lack of commitment and resistance to change.
By using training needs analysis, HR department of firms need to analyze their issues and
conduct the training program accordingly. In this context, user lane may be an effective HR
training solution which enables the employees to guide the users via software with the on-screen
guides. It can be understood by taking the example of McDonalds because while the restaurant
has launched new technologies to make its operations and cooking processes smoother, the
employees have faced various issues. To overcome this, the management adopted training need
analysis and conducted workshops and training programs for its staff (Bentley, 2006). Apart
from this, other circumstances for training need analysis are such as lack of skills and
knowledge, decline of work performance and lack of motivation among organizational
employees (McGuire & Jorgensen, 2011).
By conducting above literature analysis about training needs assessment, it can be stated that
there is need to think beyond the training and find out that what kind of performance
development will create the gap. For example, if any organization is facing financial issues, the
top managers may discuss and make the decision on what they need to do to bridge this gap. By
analyzing the ideas of different authors and training need analysis in different workplaces, I
identified that there are both pros and cons of implementing this aspect in workplace practices. In