The Role of a Corporate Trainer in Educating the Workforce PDF
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Added on 2022-01-24
The Role of a Corporate Trainer in Educating the Workforce PDF
Added on 2022-01-24
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L&D ANSWER SCRIPT (SUBMITTED BY:28108) 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? ANS 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 money. 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 informationaboutperformancegaps.Theobservationincludesobservingthe 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' trainingneeds,awell-designedquestionnaireisdistributedtothem.The 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. 1.Understanding Conflicts–Sometimes in organisations, people do not realise that there is a conflict between employees, and that conflict, if not addressed, results in a decreaseinefficiencyandgroupdisengagement,whichaffectstheoverall performance of the organisation, so such conflicts should be addressed as soon as possible. 2.3rdParty Mediating Lectures–When 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. 3.Effective Communication Techniques–When 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 reducesnearly40%ofconflictsbetweenpeopleandorganisations.Great communication and mannerisms between coworkers have been shown to be 27% more productive than otherwise. 4.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 manner. 5.Online Courses on Team Building–Wherecertified 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 Excurses–the 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? ANS.
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