Training Needs Analysis Report for Organisational Learning and Development

This report analyses the perspectives of Training Need Analysis (TNA) for improving employee performance. It identifies expected performance, investigates training needs, analyses competency gaps, and identifies training specifications. The report also evaluates aspects of major factors known at large scale which are of training and development for organization.

Organisational Learning and Development(9015OLAD)
AQF9 – Term 5, 2021
[…insert student name…]
[…insert student number…]
Training Needs Analysis Report
Word count: [2500]
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Executive Summary
The report has been studying the perspectives of Training Need Analysis (TNA)
which has been taken into consideration for improving the performance of the employees.
The report has been framed in such manner that it provides the meaning of identification of
the expected performance and investigating the training needs which will fulfill the basic
forms in which all possible applications of the training for the employees is considered at
large scale. The report has also been analysing the competency gap and identification of the
training specifications for the learning program which are its major needs and requirements at
large scale. This has been known for the fact and the information which is being provided for
the training and by fulfilling the needs and requirements in appropriate manner. The
competency gaps have been fulfilled by knowing the major sources through which all
possible application of how the organization works is known. The gaps are identified on the
terms of making changes and formulating them within organization for growth and
development. Along with this, the report has been also identifying the training specifications
which are to be made clear with all factors and needs which are provided at large scale. This
has been analysed and evaluated in the report which has been taken into consideration for
knowing how effective and efficient training needs are fulfilled within organization. The
report has been also the basis for evaluating aspects of major factors known at large scale
which are of training and development for organization.
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Contents
Executive Summary....................................................................................................................................... i
1. Introduction.............................................................................................................................................. 1
2. Step 1 – Identification of Expected Performance........................................................................................1
3. Step 2 – Investigation of the Training Need............................................................................................... 1
4. Step 3 – Competence Gap Investigation..................................................................................................... 1
5. Step 4 – Identification of Training Specifications........................................................................................1
6. Conclusion................................................................................................................................................ 1
References.................................................................................................................................................... 2
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1. Introduction
Training need analysis is the analysis which determines the factor of how the gap is
filled in the training need which exists. Present situation level is identified which includes
interview, observation, target surveys and secondary data in an organization. The gap
between desired performance and present performance is filled by the training need (Mohanty
and et.al., 2019). Training does not eliminate but help to reduce the gap by encouraging the
employees to built and enhance their skills and capabilities. In other words it can be said
training need analysis id the process of collecting information about the expressed and
implied needs of the organisation that could be met by conducting training. Tesco plc is a
British multinational general merchandise and groceries retailer providing the customers the
products and services by fulfilling their requirements.
This report shows the four steps of the training need analysis that is the expected
performance is identified, need for the training is investigated, competency gap is known and
training specifications are being identified.
2. Step 1– Identification of Expected Performance
The first step of training need analysis is to identify the long term and short term goals of
Tesco and the performance needed to achieve these goals. By conducting this analysis it
helps Tesco to remain attentive for the efforts to be identified within the area of training
which is very important for the employees so that they can carry out Tesco’s goal
successfully and it helps in motivating to their career development. The types of performance
changes which should be considered are –
 Current objectives are achieved through changes taking place in the performance. For
example; for dealing with some needs, identifying with competencies is necessary
(Zhang and et.al., 2018).
 Long term objectives are achieved when the performance is changed. For example;
changes helps in producing the development in the strategies which are identified.
Overall organization’s goals and objectives should be known to the person who is conducting
the training, so he can properly assess the training opportunities which also helps the business
in knowing how the growth is being scaled up. Various data collection techniques can be
used to analyze and evaluate the actual job performance such as survey’s, observations, work
samples, interviews, records etc (Burke and et.al., 2018).
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The performance changes can be systematically be analyzed and evaluated such as –
the sources of data of the business which helps in knowing how the performance can be
improved at large scale. The performance changes information is derived from the sources
which are – mission statements, decisions to undertake projects at all scales, development
plans such as short and medium term.
These documents help in providing all the essential information in an effective and
efficient manner. The strategic changes which take place within the organization are the
major factors which help in knowing what the changes which are to be considered are and
this helps in growth and development of the organization (Dogan, 2017). The strategic
change of Tesco includes the technological innovation and high customer expectations which
is the major change in their strategies of how they function at large scale and within the
organization.
The strategic objectives of Tesco are as follows –
 To improve customer loyalty and its core UK business.
 To create healthy eating products in wide range from organic turkey’s to healthy
living ready meals.
These are the two major objectives which are taken into consideration and this helps in
framing the scale through which all the strategic objectives are framed (Bucăţa and et.al.,
2017).
Strategic changes are the changes which help in initiating the growth and development
through which all the perspective of knowing and acknowledging are done in the basis and
form of how effectively and in efficient manner the changes are taking place.
3. Step 2– Investigation of the Training Need
Training need is important in identification of the performance which helps in analyzing
the scale through which all the perspectives of investigation are known. Tesco should always
observe the factors which help in creating the scale through which the training is appropriate
or not is identified. Similarly, before launching a long and an expensive training activity,
Tesco should evaluate whether the performance changes through training is the best possible
way to enhance the performance of the employees (Fairman and et.al., 2020). Training is the
main and essential part of the organization but not always it is the right solution to the
problem and it may also lead to effective and significant needs. The following are the needs
which derive the need for training:
 Problems related with material, workspaces or equipment.
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 Due to lack of resources
 Inadequate methods of processes and work of Tesco.
Accordingly, there should be various methods which should be considered in the process of
training need (Darwis Agustriyana and et.al., 2019).
There are some major gaps which are being observed and this helps in knowing the major
deficiencies which takes place within Tesco. The gaps are as follows –
There are some gender pay gaps which are there within the organization and these
gaps are to be fulfilled by Tesco which helps in initiating to take steps towards what are the
ways in which this gap can be taken into consideration and improvements can be done
(Galport and et.al., 2017). Along with this, the gender pay gap basically is referring to the
major challenges which are being faced by male and female. This is the major gap issue
which is arising and this can be solved by the way in which all the possible perspectives are
taken into consideration.
Various methods for conducting gap analysis are measured. The methods of gap
depend upon the current situation which the company is facing. Following are some gap
analysis tools:
1. HR records- HR records include job competencies, job descriptions, performance
evaluation, accidents and safety reports and along with cost, sales and production
records. For example: there are workplace accidents which may increase and if this
happens as a part of gap analysis it then becomes very important to review such
accidents happening within Tesco (Serrat, 2017).
2. Individual interview- Interviews for individuals are conducted with superiors,
managers, employees and even with the vendors and customers of Tesco. For
example: the employees who have faced the mishappeneing within the organization
should proceed towards the individual interview. For taking standards of practising
safe the major issues which the employees should take concern of how effectively
they can handle the situation. If suppose the accident involved any equipment then
talking to vendor that manufactured that equipment would be useful in identifying the
gap. New training opportunities for Tesco should be taken into consideration and this
helps in forming the scale through which all the factor of safety are known to them
(de Freitas and et.al., 2017).
3. Self Assessment, questionnaires and surveys – Surveys are done through phone and
writing and it follows the fixed format. Survey’s are the effective and efficient way in
which Tesco can conduct them with the customers and employees and along with that
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gaps can be identified if there are any. This will help in providing the feedbacks of the
customers and employees to improve the ways of work.
4. Observations- Supervisor observes the direct input which is achieved on the work
settings, written work samples and job stimulations (Täuscher and et.al., 2018).
5. Focus groups- Focus group includes the questions the individuals which are
regarding the needs of training. Results are achieved when the training needs are
accordingly fulfilled as per expectations. In this flip chart becomes an important tool
for the analysing the training needs in written format.
4. Step 3– Competence Gap Investigation
Once the desired performance standards have been defined, the next step is identifying
the performance of the present and the desired level. Usually the gap is identified through the
data which is made to review and combine the existing performance and for the targeted data
(Heuwing and et.al., 2020). In other words it can be said it involves in analysing the
department’s current state of performance and skills of employees comparing with the current
state. There are various training gap barriers such as:
 Organizational Structure- In an autonomous environment it is very difficult to
integrate training practices and systems at all level of Tesco.
 Organizational Culture- There is varying attitudes towards learning across teams and
change adverse Tesco’s governance.
 Leadership- Executive leadership commitment to and oversight of department
learning is not present (Ghasemaghaei and et.al., 2019).
 Complexity, rapid changes, automation expectations of greater productivity.
The gap which exists of gender pay gap can be removed and this can be taken into
consideration through which all the possibilities of having and concerning the males and
female pay concerns are considered at large scale and this helps in creating and framing the
base through which all possible aspects of removing gender pay gap is important. This gender
pay gap exists in form which creates differences in managing and evaluating the basis
through which all possible facts and information regarding pay gap is known (Bull and et.al.,
2018). The company is trying to incorporate and solve gender pay gap issue and this issue is
trainable as and when worked upon in thorough manner. The pay scale of both male and
female is concerned with the high and low pay within the organization and this helps in
knowing the major changes which are to be done within Tesco for favourable changes taking
place. Thus, this is the gender pay gap which is concerned with knowing what are the
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changes in the processes which are to be known (Dou and et.al., 2017). Along with this there
are major training gap barriers which consist of the organizational culture, leadership,
organizational structure, complexity within Tesco and along with that rapid changes which
are in concern to how effectively and efficiently the changes are being done. Thus, Tesco is
concerned in solving this major gender pay gap issue and is working on it.
5. Step 4 – Identification of Training Specifications
After identifying the gap between the performance desired and current performance, the
final step is to identify the training solution to fill the gap. This stage built a bridge between
the analysis and the action taken and identifies the best possible way to overcome the gap.
The training need of options is analyzed for the gap to be filled. The priorities of Tesco can
be evaluated with the list of goals and objectives to be fulfilled with respect to the current
situation and in future situations (Ogilvie and et.al., 2018). The scale mentions the initial
position to be critical, the next position to be important and the last position of not to be
important by an organization. There are various factors that should be kept in mind while
making training an important option to be considered.
 Solution for problem- For example, the employee’s performance is identified for
seeking a training issue. And for this proper job training facilities should be provided
to the individual for improvement. As a result Tesco is in need of acquiring a
competent employee who meets the standards of performance.
 Cost- One of the most important factors that need to be kept in mind is the cost of
training (Tena-Chollet and et.al., 2017). The cost of training needs is evaluated with
its performance. Depending on the situation, there will be need of significant training
amount needed for the employee training within Tesco because of Tesco goals and
priorities. The formula for training of total cost is :
No. of Employees Trained x Cost of Training = Total Coat of Training
 Return on Investment- ROI is the calculation which implies and helps in knowing
the value of development and training. It also helps in analysing the ways in which
Tesco will be helpful while accelerating the needs and requirements which the
organization needs for their training and development processes.
 Time- The other most important factor is the time taken for training and development.
The amount of time which is required by Tesco includes and affects the operational
needs of the organization as it interferes with the employee's ability in competing with
different duties within job (Banut and et.al., 2019). In these cases, it is more beneficial
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if Tesco hires talent from outside and fills the necessary skill gaps. Tesco can afford
long term commitment to the succession planning for the organization to take place in
significant manner.
 Legal compliance- If trainings are required to fill the required gap of legal
compliance it should be given high priority. For e.g.; to maintain employee's licenses
or certification or state or industry laws.
 Remaining Competitive- Perhaps there exist minimal knowledge about the
competencies in a new product or services which is negatively affecting the
organisation (Alipour and et.al., 2018). The employees could be provided with
adequate training for the new product which helps in generating revenue. In this case,
Tesco is befitted from the revenue increase which then overweighs the training cost.
All these factors should be kept in mind while opting for training and checking that whether
training is a viable option or not. There are various forms in which training needs can be
taken into account when designing a subsequent learning program and this brings major
changes which take place in the form which helps the organization in knowing the best of
what the Tesco has to offer to the customers’ at large scale. There are ways in which all
possible factors are taken into consideration and this create the ways in which Tesco is
framing and making the company seek growth and development at large scale (Jahan, 2020).
The training needs for learning program are as follows –
Analytical skills – Analytical skills are important for the training within the learning
program which is done for employees. This helps in development of analytical skills which
are to be paid attention to for the employees.
Employee Development – The major reason for the training is that the development of the
employee’s takes place and this helps in knowing the major factors of how effective and
efficient the work can be performed.
Communication – Training for learning program has this basic need to be fulfilled that is
communication (Al-Sakafi and et.al., 2019). While training is being conducted,
communication between employees should be improved so that it reflects in effective forms
within organization.
Decision Making – Decision Making is the major way through which training can be
improved at large scale. Decision making helps in creating value through which all possible
forms takes charge of knowing more within the organization.
6. Conclusion
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Thus, it is concluded from the above report that identification of the expected
performance was known at large scale for Tesco. Along with that strategic changes were
being described along with the strategic objectives which helped in knowing the changes to
be taken place at large scale. The gap between desired performance and current performance
was also known which was being evaluated within organization. Performance gap was being
identified as major gap between employee’s current and desired performance. Training needs
for learning programs was being analyzed and evaluated within Tesco and this helped in
knowing the needs to be fulfilled.
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