Need for Training and Development in Accent Group Ltd

This report examines the need for training and development in Accent Group Ltd, including gap analysis, identification of priorities, causes of performance issues, and potential solutions.

Running head: NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
Need for Training and Development in Accent Group Ltd
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1NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
EXECUTIVE SUMMARY
The critical objective of this particular report is to undermine the needs of assessing the
training and development program in a productive working organisation. The organisation
chosen for fulfilling the purpose of this paper is considered to be Accent Group Limited. The
report focuses on examining the gap analysis that determines the gap between the desired and
actual result of the performance level of the concerned organisation. Further, the report
investigates the needs of developing the training program in the organisation and why is it
essential for the same. Furthermore, the study ends with undermining the practical training
program that would help the Accent Group Limited to achieve the effective implementation
of the training and development program.

2NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
Table of Contents
Introduction................................................................................................................................3
Assessing Training and Development needs..............................................................................3
Examining the GAP analysis.................................................................................................3
Identification of peer priorities and importance.....................................................................5
Identification of the causes that resulted in the performance issues......................................6
Identification of attainable solution and opportunities for expansion....................................7
Importance of the need assessment of Training and Development............................................8
Training program to assess the needs.........................................................................................9
Noe and Winkler ten forces training program........................................................................9
Conclusion................................................................................................................................10
References................................................................................................................................12

3NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
Introduction
As opined by Cascio (2015)1, the need to assess training and development program is
essential for a business organisation because it examines the issues related to performance
level in the organisation and the reasons behind the demand of the training from the
employees. The training and development programs, therefore, provide due strategies and
remedies to solve the same. The applications of training and development introduce practices
and reinforcements with a specific set of knowledge and skills to assess the same. In this
connection, the report studies the process of assessment of training and developments needs
in the organisation of Accent Group Limited.
Assessing Training and Development needs
As implied by Hair et al. (2015)2, needs assessment is an ideological process of
examining and therefore addressing the gaps that exist between desired goals and wants and
the current results of the same. The difference between the two variables needs to be
adequately measured in order to identify the needs in an expropriate manner. In this
connection, the assessment of training and development need in the organisation of Accent
Group Limited is distributed in the following sectors.
Examining the GAP analysis
As implied by Lenzo (2017)3, the initial stage in order to assess the training and
development need is to have a thorough check in the actual performance level of the
employees in the organisation of Accent Group Limited. The performance level is to be
checked to keep in mind the prevailing standards of the business environment as well as the
standards that are expected to be newly set by the business environment. Specifically, the
1 Cascio, Wayne F. Managing human resources. McGraw-Hill, 2015.
2 Hair Jr, Joseph F., Mary Wolfinbarger, Arthur H. Money, Phillip Samouel, and Michael J. Page. Essentials of
business research methods. Routledge, 2015.
3 Lenzo, Kevin A. "Improving Prosody through Analysis by Synthesis." PhD diss., 2017.

4NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
GAP analysis helps in determining the lack between the desired levels of performance with
the current level of performance. Researches show that the organisational performance of the
Accent Group Limited at recent times has been declining and lacking behind as compared to
the set goals and objectives (Floyd, Hesse and Generous 2017)4. In this connection, the head
management of the concerned organisation should assess the present condition of knowledge,
skills, talents and abilities the existing employees of the company inherits. This examination
should be done altogether with taking the consideration of the solid strategic plans and goals
of the organisational as well as the constraints regarding the internal and external factors that
influence the work process of Accent Group Limited. In this connection, the concerned
company should focus on the following specified factors that would help them determine the
need for providing solutions to the key issues.
 The troubles or even deficits that are prevailing in the organisation and needs to be
resolved by the purpose of training.
 The prediction of some significant changes that do not exist in the current situation
but may happen to occur in the near future. These include development in processes
and plans or emerging external competitions that are on the verge of taking place.
 The cutting edge of competency that can be gained by taking into consideration the
newest and innovated forms of technological modifications.
 The manner in which the company can gain advantage from the existing aspects of
strengths the company has and the way the concerned company can turn its weakness
to potential strengths and opportunities.
 The proactive approach the company can take towards applying the Human Resource
Development in order to move the organisation to a newer and effective level of
performance.
4 Floyd, Kory, Colin Hesse, and Mark Alan Generous. "Affection exchange theory: A bio-evolutionary look at
affectionate communication." In Engaging Theories in Family Communication, pp. 37-46. Routledge, 2017.

5NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
 Examining the potential internal as well as external environmental forces that would
help the concerned company to dictate their need for training and development
program. Along with this the Accent Group Limited also required to examine whether
some policies and management decisions would help in the determination of
implementing the training and development needs.
Identification of peer priorities and importance
After analysing the gap that exists in the performance level of the organisation that
produces a list of requirement for the assessment of the training and development program
the company has more to follow. The next crucial step that is required is to identify the
potential priorities and importance of the same in the concerned organisation (Wirtz et al.
2016)5. In this connection, the Accent Group needs to determine whether the recognised
needs to develop the training program is worthy or not. After understanding the same are
decent enough to be dealt with and would, in turn, increase the performance level of the
whole organisation, the same should be treated as a matter of urgency. Thus, in order to fulfill
the need of the same, the following factors are to be taken into consideration by the
concerned organisation.
 The effectiveness of the cost factors of the company. Accurately, the company should
accomplish the analysis of cost beneficiary ideology.
 Analysing whether the top level of management of Accent Group is demanding an
immediate solution that would solve the fundamental issues existing in the
performance of the organisation. The pressure from the executives of the organisation
will increase the level of responsibility in the lower level of management.
 To examine if there are any legal considerations to be taken into account in the
process of implementing the solutions.
5, Wirtz, Bernd W., Adriano Pistoia, Sebastian Ullrich, and Vincent Göttel. "Business models: Origin,
development and future research perspectives." Long range planning 49, no. 1 (2016): 36-54.

6NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
 Study the population of the people that are to be trained and developed as well as the
sector they are to be provided with the same upon.
 The influence of the peer customers and end market the Accent Group deals with. The
feedbacks and reviews provided by the individuals are to be recorded in this case.
This will help the company to determine the expectations and desires of their potential
customers and this deal with their organisational performance accordingly and turn it
to be active and efficient.
Identification of the causes that resulted in the performance issues
Now that the concerned company has critically focused on both the employee and
organisational needs, the next crucial step to be taken into consideration is to analyse the
requirement of performance as well as the causes behind the same. After the appropriate
analysis of the issues behind the lack in the performance level, proper solutions to the same
are needed to be applied (Rossi, Lipsey and Henry 2018)6. This step indulges two significant
questions that help in understanding the cause behind the performance lack.
 To investigate whether all the level of employees in the organisation are performing
their duties effectively and efficiently or not.
 To investigate whether every single individual employee of the organisation are aware
enough on the way they are to perform their job proceedings or not.
The detailed examination of the above two aspects will help the Accent Group
Limited to analyse the people connected to their firm, the job structure of the people and the
condition of the organisation. Specifically, the same will help the concerned business entity
to understand the entire current situation of their working structure. This, in turn, will help in
the preparation of plans and processes.
6 Rossi, Peter H., Mark W. Lipsey, and Gary T. Henry. Evaluation: A systematic approach. Sage publications,
2018.

7NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
Identification of attainable solution and opportunities for expansion
Now that the concerned organisation have successfully analysed the current situation
of their working structure, the last stage and the primary focus turns up to the investigation of
proposing the required solutions that would mitigate the issues. In this connection, two
situations arise for Accent Group Limited. Firstly, the employees who are efficiently working
to obtain both the individual and organisational goals and objectives. Secondly, the
employees who are not efficient enough in the completion of the tasks assigned to them.
However, in both cases, the company can set the assessment of training and development
needs. This is because the same on the one hand will help to take the performance level of
competent employees to a new direction and on the other hand will improve the working
condition of the inefficient employees and bring them to a sustainable situation. In this
connection, the Accent Group Limited should critically focus on investigating the key
solutions to the key issues in order to gain back their performance level and the compelling
competitive advantage in the appropriate market structure (Hill and Hill 2017)7.
Based on the above shreds of illustration, the report tends to investigate the primary
needs for assessing the training and development program for Accent Group Limited
(Minkman 2016)8. The same are specified as below.
 It will help the company gain a better competitive lead in the business market.
 It will prove beneficial in the long term retention of the concerned company.
 It will improve the effectiveness and efficiency in the performance level of the
employees and thus the performance level of the organisation as a whole.
 It will help in the development of the future skills and knowledge of the employees as
well as the organisation.
7 Hill, Alex, and Terry Hill. Essential operations management. Macmillan International Higher Education, 2017.
8 Minkman, Mirella. "The Development Model for Integrated Care: a validated tool for evaluation and
development." Journal of Integrated Care 24, no. 1 (2016): 38-52.

8NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
 It will help in maintaining the balance between the desired and achieved set of goals
and objectives, therefore, balancing the reduced paradigm of the company to a
sufficient level.
 Increases the commitment level of the organisation.
 Strengthens the morale of the employees.
 Fosters a challenging environment in the business entity.
Importance of the need assessment of Training and Development
According to the viewpoint of Mittal and Dhar (2015)9, employees play a significant
role in the determination of the performance of an organisation. Therefore, proper training
and development programs will help the organisation to improve and increase the
performance level of the employees and in turn increase the productivity level of the
organisation as a whole. It was critically stated that trained and developed workforce
responds more effectively to the new challenges and opportunities that come their way along
with the old ones. The skills and knowledge of the employees are developed employing
training and development. Thus, the higher performance level and productivity of an
organisation is the result of the skilled labour. In this connection, the reports tend to
demonstrate a few importance of the assessment of training and development needs.
 Leads to the creation of practice established a set of goals and plans.
 Better implementation of strategic model.
 Addresses the weak points of the organisation and thereby helps in the improvement
od the same.
 Fosters individual as well as organisational growth.
 Enhances the level of satisfaction and confidence of all the level of employees.
9 Mittal, Swati, and Rajib Lochan Dhar. "Transformational leadership and employee creativity: mediating role of
creative self-efficacy and moderating role of knowledge sharing." Management Decision 53, no. 5 (2015): 894-
910.

9NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
 Increases the long term benefits and revenue earning capacity of the organisation.
Training program to assess the needs
As opined by Laudon and Laudon (2016)10, in order to assess the needs of training
and development, a business entity has to follow an effective training program that would
address the demand of the same. In this connection, the most effective training program that
was examined for the company of Accent Group Limited is termed to be the Noe and
Winkler ten forces training program. Thus, the assessment of the training and development
needs is investigated with the limitations of the study of the mentioned training program. The
same is specified as below.
Noe and Winkler ten forces training program
As stated by Porter and Kramer (2019)11, training and development needs are driven
because of the lack of performance level or desire in increasing the same in the working
organisation. In this connection, the Noe and Winkler design the training program by
dividing it into ten critical forces that would help Accent Group Limited to achieve its needs
to assess the training (O’Connor 2016)12.
 Sustainability
 Globalisation
 Increasing the value previously implanted on intangible assets such as goodwill and
also the human capital – the knowledge and enthusiasm of the employees.
 Focusing on the adherence of strategic organisational implementations.
 Attracting new talent as well as the retention of older ones.
10 Laudon, Kenneth C., and Jane P. Laudon. Management information system. Pearson Education India, 2016.
11 Porter, Michael E., and Mark R. Kramer. "Creating shared value." In managing the sustainable business, pp.
323-346. Springer, Dordrecht, 2019.
12 O’Connor, Patricia M. "(Re) negotiating belonging: the Irish in Australia." In Migrations. Manchester
University Press, 2016.

10NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
 Fostering active customer service and emphasis on offering premium quality products
and services.
 Implementing the required changes needed in the demographics and workforce of the
organisation.
 Keeping pace with the technology advancements.
 Fostering increased performance level work systems.
 Structuring the economic changes taking place in the market conditions.
Conclusion
Based on the examination of the above-presented study, the report tends to conclude
that an organisation in order to work effectively and efficiently needs to have potential
employees in their firm. To maintain the paradigm achieved by the organisation, to gain a
competitive advantage throughout the existence of the business; the organisation has to keep
motivating its employees to work to the greatest zeal and enthusiasm. Accent Group Limited,
in this case, has lacked behind providing effective training programs to their employees and
thus a demand was raised for the same. Therefore, this particular study provides a detailed
explanation of the needs to assess the training and development program in the concerned
organisation. The report critically explains the importance and effectiveness of developing
the same in Accent Group Limited.

11NEED FOR TRAINING AND DEVELOPMENT IN ACCENT GROUP LTD
References
Cascio, Wayne F. Managing human resources. McGraw-Hill, 2015.
Hair Jr, Joseph F., Mary Wolfinbarger, Arthur H. Money, Phillip Samouel, and Michael J.
Page. Essentials of business research methods. Routledge, 2015.
Hill, Alex, and Terry Hill. Essential operations management. Macmillan International Higher
Education, 2017.
Laudon, Kenneth C., and Jane P. Laudon. Management information system. Pearson
Education India, 2016.
Lenzo, Kevin A. "Improving Prosody through Analysis by Synthesis." PhD diss., 2017.
Minkman, Mirella. "The Development Model for Integrated Care: a validated tool for
evaluation and development." Journal of Integrated Care 24, no. 1 (2016): 38-52.
Mittal, Swati, and Rajib Lochan Dhar. "Transformational leadership and employee creativity:
mediating role of creative self-efficacy and moderating role of knowledge
sharing." Management Decision 53, no. 5 (2015): 894-910.
O’Connor, Patricia M. "(Re) negotiating belonging: the Irish in Australia." In Migrations.
Manchester University Press, 2016.
Porter, Michael E., and Mark R. Kramer. "Creating shared value." In managing the
sustainable business, pp. 323-346. Springer, Dordrecht, 2019.
Rossi, Peter H., Mark W. Lipsey, and Gary T. Henry. Evaluation: A systematic approach.
Sage publications, 2018.

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Wirtz, Bernd W., Adriano Pistoia, Sebastian Ullrich, and Vincent Göttel. "Business models:
Origin, development and future research perspectives." Long range planning 49, no. 1
(2016): 36-54.