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Training and Development Doc

   

Added on  2020-05-16

6 Pages1567 Words130 Views
Professional Development
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Running head: TRAINING AND DEVELOPMENTTraining and DevelopmentName of the student:Name of the university:Author note
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1TRAINING AND DEVELOPMENTIntroductionA proper training and analysis makes the employees skilled in performing better and inan efficient and better way. Training is considered to be one of the popular performanceimprovement tools in all the organization. This is because every organization has certain kind ofjob expectation from their employees and they need to go through the training process in order tocope up with the respective skills (Bell et al., 2017). Part 2 3.1) Methods of developing Training Needs Analysis (TNA) Tools in the organization:a) The answers summarize that in order to improve the training needs analysis (TNA) it isimportant to identify the training needs or TNI of the individuals. If the training needs areidentified then the relevant training needs analysis can be done using the specific tools. There area number of processes such as identification of the business outcomes, linking the outcomes withthe employee behavior and identify the competencies and the tools include OJT, mentoring,coaching. One of the mentors stated that to learn about the training needs in his organization hesits with the administrative sections to learn about the ongoing training of the employees andcheck if that is going fine or not (Ford, 2014). There are organizations such as Fujairahmunicipality which has an internal HR system and by that the training and development team canmonitor the employees. It was found out that there is lack in their requisite training ofcommunication with the clients. As a part of the training needs analysis the HR department ofthe organization distributes a training sheet to the entire team of Fujairah government entities atthe commencement of the year to learn about the employee demands. This is done bycommunicating directly with the employees, conducting online surveys and taking interviews of
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2TRAINING AND DEVELOPMENTthe head of the head of each section. In that case a person analysis is equally important with thatof the organizational analysis because both of these give rise to a successful training anddevelopment program. The core principles of training needs analysis are employee jobdescription, annual objectives and results of employee performance evaluation (Pollock,Jefferson & Wick, 2015). The external factors that will be helpful in developing the TNA toolsare the quality of programs offered, budget and trends. b) In the case of Fujairah municipality the HR distributed the training sheet to get response fromthe employees regarding training approach. The connectionist theory of Thorndike wasassociated with this case as it represents learning by responding to the training where theemployees of the municipality were provided the required training. 3.2) Best practices in developing TNA tools:a) The answers stressedondirect communication as the best practice where the employees canbe asked in detail about their needs and wants. It will give an opportunity to build up goodrelationship among the employees. Direct communication with the employees will increase theirconfidence level and they will be able to put forward their demands. The obstacles that come inthe way of this practice are that the employees might be busy as there is none to replace him inwork. For instance the Abu Dhabi Commercial Bank has used such practices for permission fromhead of the department and there might be delay in response. But every practice has disadvantageso in this case it can be mentioned that it will take a long time to meet every staff because oftheir unwillingness (Sung & Choi, 2014). For this specific practice the training needs can beanalyzed in order to create to the specific goals of the organization such as increase the customersatisfaction ratings and improve employee morale.
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