HR Training Needs Analysis Project - Herzing University, Spring 2024

This project presents a Training Needs Analysis (TNA) conducted for Herzing University, addressing performance issues within the healthcare and nursing departments. The TNA was triggered by inadequate feedback, biased professor behavior, and poor student learning outcomes, resulting in an organizational performance gap (OPG). The approach is proactive, aiming to improve professor-student interactions and overall departmental performance. The project identifies data sources like organizational goals, labor inventory, and operational analysis to understand the root causes. It also discusses organizational, operational, and person analysis, detailing methods for gathering information and relating it to the OPG. The analysis aims to bring back the support required from the management and to gain an organizational commitment which would benefit the University and enhance its efficiency and growth.

Running head: TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT
Name of the Student
Name of the University
Author note

1TRAINING AND DEVELOPMENT
An effective training with the professors of the Herzing University was required as
there were many issues related to the functions of the Universitywhich included things like
structure of the organization, inadequate feedback and performances that were unexpected.
The major need for this TNA was due to the lack of support and guidance on the part of
professors to the students. The professors were observed being biased to some student, also
not proper education was provided though students of the healthcare and nursing department
kept on complaining. There were poor reviews for this particular department as the student
were not able to learn anything due to this behavior of their professors. It was necessary that
proper support from the management side was provided as a lack in their decision making
will also cause a drawback in accessing the needs of the training. This resulted in a gap
between the expected and actual performance of the organization.
In this case related to the Herzing University, the approach to TNA is a proactive one.
This approach focuses on the weakness of the Universityand then find measures to correct
them through training and development. Here, there was a need in improving the feedbacks
given by the students as most of the people first checks online review and then apply for any
university. Training programs must be started in the university and these reviews must be
considered and an effective program must be launched which would give train9ng to the
professors and can be told about the importance of the support required by the students (Niazi
2011). The current gap in the performance of the Universityis focused in this approach. This
approach was necessary to resolve or correct the issues that were specific and could be
resolved using some specialized training.
Organizational goals: this source within the University would help in analyzing and
suggesting the problematic area and would help in suggesting the place where training can be
done or placed. This would also help in providing the information that is based on both
direction and standard of the Herzing University (bin Arshad et al. 2015).

2TRAINING AND DEVELOPMENT
Labor inventory: this source would help the department of HR to analyze the place and
situation which would require a training because of the lack of support to the students due to
biasness and greed for money.
Labor management data: it is very important that indicators of OPG is provided at
organizational level as it would help in relating work participation and productivity and these
are also useful for analyzing discrepancy and solve them.
Operational analysis: This helps in determining that the most important thing required from
an employee is to be effective and they must meet the standard of the performance set by the
University (Noe & Kodwani 2018). It was important that the professors understand the
importance of their support to the students.
Organizational analysis: this deals with the internal environment of the University and
looks ways of fitting the organizational goals and objectives together aligning them at the
organizational level (Lancaster & Di Milia 2014). Training programs must be carried out by
the higher authorities of the university to make the professors understand the scenario and the
reason where and why they lack.
Person analysis: This analysis helps in analyzing the performance gap of an individual that
is specific and that is identified (Ford 2014). The professors should know how to get
benefitted from the training progress that would help in the development of the students and
themselves as well.
The methods that are responsible to gather information based on the operational
analysis include procedures on quality assurance, taking interviews of the head of the
departments and obtaining the descriptions of job. Also required job specification would help
in the data collection for the operational analysis (Smircich 2017).

3TRAINING AND DEVELOPMENT
Data for organizational analysis can be gathered through the business plan that the University
has or the goals and objectives set by the University. Feedback from the students who are
regular to classes would be helpful (Lancaster & Di Milia 2014).
In case of person analysis the data is gathered from the staff or they are interviewed about the
job and the roles played by them. An observation of on the job is also made in order to
understand the situation better. They can be told about the requirements of the job and the
format to follow.
The information gathered from various sources would help in getting a better scenario
of the things actually happening in the University. The data collected from all the analysis
done is the base of argument for liking the strategic intent of the University (Niazi 2011). It
helps in bringing back the support required from the management and to gain an
organizational commitment which would benefit the University and enhance its efficiency
and growth.

4TRAINING AND DEVELOPMENT
REFERENCES
bin Arshad, M. A., bin Mohamad Yusof, A. N., Mahmood, A., Ahmed, A., & Akhtar, S.
(2015). A study on training needs analysis (TNA) process among manufacturing
companies registered with Pembangunan Sumber Manusia Berhad (PSMB) at Bayan
Lepas Area, Penang, Malaysia. Mediterranean Journal of Social Sciences, 6(4), 670.
Ford, J. K. (Ed.). (2014). Improving training effectiveness in work organizations. Psychology
Press.
Lancaster, S., & Di Milia, L. (2014). Organisational support for employee learning. European
Journal of Training and Development.
Niazi, A. S. (2011). Training and development strategy and its role in organizational
performance. Journal of public Administration and Governance, 1(2).
Noe, R. A., & Kodwani, A. D. (2018). Employee Training and Development, 7e. McGraw-
Hill Education.
Smircich, L. (2017). Concepts of culture and organizational analysis. In The Anthropology of
Organisations (pp. 255-274). Routledge.