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Corporate Training and Development PDF

Added on - 25 Jan 2022

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Q1.Imagine that you are a trainer in an organization that prides itself on providing
employees with frequent opportunities for training. The president of the company has
asked you to design and deliver atraining program on team skills so that employees will be
able to work in groups. He or she want you to start training the employees as soon as
possible and does not want you to spend time and money conducting a needs analysis. He/
she wants you to developan action plan for the design and delivery of the program and
present it in one week. How will you handle the needs analysis issue and what will you
recommend? What is the purpose of a TNA? Is it always necessary?


In the preceding case, it is statedthat we do not have time and cannot afford to spend money
on need analysis, so we will classify all methods based on whether or not they save time or

Because either of those things is required, otherwise the entire purpose of training need
analysis is to avoid wasting time or money, you must implement one of those things before
conducting a training assessment.

Direct observation (COST SAVING METHOD)-Training managers observe employees'
working styles in a variety of work situations. This observation provides managers with
technical methodology used to perform the job, the functional aspects of the job, and
the employee's behaviour. It provides both qualitative and quantitative feedback on
the employee's current performance.

Interviews(COST SAVING METHOD)-It is a face-to-face discussion about how the
employee performs his or her job. It is an efficient method of gathering information
about output gaps by speaking with eachemployee or team. The interview can take
place in either a formal or informal setting. The interview can be conducted in person
or virtually..

Focus groups(TIME SAVING METHOD)-It is a brainstorming process to identify skill
gaps among employees. Employees in the organisation are encouraged to talk about
and discuss ways to improve work performance. The training manager closely
observes and analyses this conversation in order to understand the organization's
training needs.

Assessments/surveys(COST SAVINGMETHOD)-Surveys are a quick and easy way to
identify performance issues in a specific department. To understand the employees'
questionnaire may include a mix of open-ended and closed-ended questions, as well
as ranking and projective questions. Employees are permitted to submit their
responses anonymously in order to improve the survey's credibility.

Customer Feedback(COST SAVING METHOD)-In the majority of serviceindustries,
performance deficiencies are identified through customer feedback. The customer's
direct feedback identifies the specific work area that requires improvement.
Self-Assessment(TIME SAVING METHOD)-in this method employee is asked directly
whether the employee is facing any sort of anxiety or difficulty during doing their tasks
assigned to them if they do they are asked and what process do Desi you sir and
knowledge is given to them on that particular topic so anxiety or difficulty in
performingtheir task is discontinued.

These are a few approaches to determining employee training needs.

Let's take a look at a few training programmes that can help us teach employees and instil in
them the importance of teamwork and the ability to complete group tasks without conflict.

Understanding ConflictsSometimes in organisations, people do not realise that
there is a conflict between employees, and that conflict, if not addressed, results in a
performance of the organisation, so such conflicts should be addressed as soon as

3rdParty Mediating LecturesWhen conflicts between groups cannot be resolved by
themselves, third-party mediation techniques are used.This is the most common issue
in conflict resolution because there is never a problem with one group; there is always
a problem with the group in front of them. In such cases, an external party should be
hired to actually get both groups on track because there is always a problem with both
of them and to make them understand what the problem is and how they can resolve
it, third-party mediating lectures are required.

Effective Communication TechniquesWhen it comes to teamwork, effective
communication is critical. When you know how to communicate with the other
person, whether it is an elder or a junior, there is a professional way to communicate.
People who forget this principle are the ones who cause anxiety and problems
between two people. Research has shown that simply communicating effectively
communication and mannerisms between coworkers have been shown to be 27%
more productive than otherwise.

Constructive Criticism-Constructive criticism focuses on providing constructive
feedback, backed up by specific examples, to assist you in improving in some way.
Constructive criticism should be offered with good intentions and in a friendly

5.Online Courses on Team BuildingWherecertified courses available online for
specifically team building and other qualities. These online courses can be done
remotely and they are very much cost effective as well.

6.Group Excursesthe various group exercises that help increase dependency and trust
between groups, thereby increasing the overall efficiency of the organisation

Let us now look at the steps for successfully integrating training need analysis.
Step 1-Performance Gap Analysis:Here the current and desired operation results of the
employee performance are compared to identify the performance gaps. This performance
gaps can also be termed as the difference between the required and actual productivity of
the organization.

Step 2-Root Cause Analysis:Root cause analysis is a way to determine the basic issue behind
the performance gaps. The issues are classified into 5 categories as skill, resources, incentives,
motivation and information such as feedback. Using rood cause analysis it is identified that
which area is leading to lack of performance and which area need improvement.

Step 3-Needs Analysis:A detailed analyses is carried out to design and implement the
appropriate intervention to resolve the performance issues. Based on the categories
identified in the root cause analysis a specific need of improvement is address in this step.
This analysis includes analysis of audience of training, job analysis, task analysis, environment
analysis and cost-benefit analysis.

Step 4-Recommendations:In this step an appropriate training solution is proposed. It
identifies the right kind of training program which organization should run to improve the
overall work productivity.

Let us now examine the purpose of TNA.

The importantobjectives of training needanalysisare:

To ensure that the product/service requirement of customer have been met with the
help of skilled employees

To help the organization to set appropriate goals and achieve them

To create anappropriate performance benchmark which can be used to judge the
employee productivity

To enable employees to evaluate their current skill sets and continuously upgrade
their knowledge to improve their performance levels

To highlight the work quality issues in the organization and identify focus area which
need improvement.

Is TNA always required

No, a training need analysis is performed only when there is a requirement. When you notice
a sudden increase in anxiety and difficulty in performing the tasks that have been assigned to
you, it may be time to conduct a TNA.

Or, if you notice that new trends are emerging and you want your employees to be aware of
them so that they can benefit from new technology, skills, and so on, we can conduct a
training need analysis.

So, while TNA is not always required, it should be done when you notice that your employees
are lacking or when you notice new trends emerging.

Q3 a)How effective do you think Nike’s SKU e-learning program will be for employee
learning? Do you think it will reduce turnover?

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