Analysis of HP's Project Management Training and Development

This report examines Hewlett-Packard's (HP) Service division's focus on external IT consulting and the project management training program. It discusses the role of needs assessment in planning and training, highlighting its importance in identifying skill gaps and aligning training with organizational goals. The report analyzes the issues faced by HP, such as increasing market competition and employee retirements, and how training can address these challenges. It outlines the procedures for creating a new training plan, including needs assessment, design, implementation, and evaluation. Furthermore, the report compares the planning procedures for training in large and small companies, emphasizing the need for specialized or generalized training based on company size. The conclusion summarizes the key findings, emphasizing the significance of effective training in enhancing employee performance and organizational success. The report references several academic sources to support its analysis.

Running head: PROJECT MANAGEMENT
Hewlett Packard Services
Name of the Student
Name of the University
Author’s Note

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Table of Contents
Introduction:....................................................................................................................................2
1. Role that a need assessment played in planning and training program.......................................2
2. Issues faced by HP and training required in addressing the issue...............................................3
3. Procedure for creating new training plan and the outcome of this training.................................4
4. Comparison of the planning procedure of training in HP as a large and small company...........5
Conclusion:......................................................................................................................................5
References........................................................................................................................................7

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Introduction:
The paper mainly discusses about Hewlett-Packard’s Service division and its decision
related to focusing upon the external IT consulting. The director of the project management
competency and certification, Ron Kempf had been associated with bringing together the
different stakeholders to the firm for the purpose of conducting the needs related to assessment
for the purpose of determining what type of training is needed for the purpose of achieving the
new goals. The paper mainly discusses about the issues which are being faced by HP along with
the roles which would be played by the training in the process of addressing the issues being
faced. The process of creating the new training plan is also discussed in this paper along with
highlighting the major individuals who needs to be involved in the process of creating the plan.
1. Role that a need assessment played in planning and training program
Needs assessment played a vital role in the planning as well as training program as a
need’s assessment is helpful in determining the gaps that is present within the employees that
they do and between what they require to do. In order to fill the gap that is present, it is quite
important to arrange proper facility of training as it is one of the best options (Zhang, Yu & Lv,
2017). In addition to this, needs assessment is helpful for the managers in properly understanding
the significance of training and where it is mainly required in order to create positive impact on
the performance of the organization. Moreover, if training based on needs assessment is done
successfully then it generally involves includes three important analysis including task analysis,
organizational analysis as well as person analysis.
Organizational analysis is considered as one of the important assessments that is mainly
required for determining the progress of the firm in order to achieve the goals of the

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organization. After conducting the organizational analysis, it is necessary to get involve with the
task analysis which is helpful in determining the gas that is mainly present between the skills and
knowledge which is required for performing the work that is needed for supporting the objectives
of the organization as well as the current KSA’s of the employees (Ramazani & Jergeas, 2015).
In addition to this, in the last step, person analysis is undertaken for analyzing the gap that is
present within the performance as well as desired outcomes of the job. Moreover, there are a few
roles which the need assessment plays for successfully planning the training program for
managing the staffs of project management.
2. Issues faced by HP and training required in addressing the issue
As HP is a reputed company and for competing successfully in the market, it is providing
the facility of training in different formats for meeting the required demands of the workforce.
As the competition in the market has increased in order to provide best services to the customers,
HP is not finding training as the best option to compete with its competitors (Linde, Caridha &
Kunkler, 2017). As there are a number of companies who are following similar strategy just like
HP and are providing training facility for certifications. In addition to this, one of the major
issues is that 20% of the trained employees who are working in HP will get retired within the
coming five years and therefore HP needs to determine some other way to exists in the market.
In order to address such issues, training can play a vital role. It is found that proper
facility of training should be provided so that the stakeholders can be able to become quite
capable and can be able to add a greater number of competencies in order to act effectively in
challenging situations (Winters-Stone et al., 2016). In addition to this, addition of incentive plan
can also keep those employees who are going to retire in the coming five years. Moreover, by
successfully sharing their knowledge and experience with the new employees can mainly make

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the work culture effective and friendly which will also be helpful in mitigating the issue that HP
is currently facing.
3. Procedure for creating new training plan and the outcome of this training
Training plays a significant role for increasing the capabilities of the organization. It is
found that in order to enhance the abilities of the staffs of an organization it is quite necessary to
arrange an effective training facility (Lai et al., 2018). Before the facility of training is delivered,
proper analysis is needed to be conducted in order to make sure where the training is required in
the organization as this helps in providing clear idea about the training need. The effective
training plan that needs to be followed by HP are mainly elaborated below:
Needs assessment: Proper needs assessment needs to determine the gaps that exists
between what the employees must be provided and what they are actually doing (Schall et al.,
2015).
Proper design: Design is helpful in making sure that proper training program is mainly
based on the result that helps in supporting the mission of the entire organization if the program
goals are not understood in the initiation phase.
Implementation: After successfully determining the gaps after the creating the design of
the training that is required for filling the gaps that is mainly learnt within the training program.
In order to get the result of the training program, successful implementation is required
(Gwynette et al., 2017).
Evaluation: Evaluation is mainly helpful in determining the results and its effectiveness
of training program.

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The training program is considered to be helpful in enhancing the confidence,
productivity as well as performance of the employees. The staffs who are not able to perform
better can join the training program in order to lean new strategies that will be helpful in
maintaining their performance. In addition to this, managers can also get engaged with the
program in order to develop a proper working culture in HP.
If proper investment is generally made by any company on the training program then it is
quite obvious that they expect good performance from the staffs as a result of training. It is quite
important to have increased productivity level as well as effective work culture after the facility
of training was arranged.
4. Comparison of the planning procedure of training in HP as a large and
small company
The facility of training is mainly dependent on the size of the organization, its culture as
well as its needs. If HP was a large company then jobs will be much more specialized and
therefore the staffs of HP must be provided with specialized training as per the focused sector
(Aga, Noorderhaven & Vallejo, 2016). However, if HP was a small company, then a single
person needs to handle different types of job and therefore training should be provided based on
different sector so that the employee can be able to perform effectively in every field.
Conclusion:
The paper discussed above had mainly been discussing about the Role that a need
assessment played in planning and training program, Issues faced by HP and training required in
addressing the issue, Procedure for creating new training plan and the outcome of this training,
Comparison of the planning procedure of training in HP as a large and small company. The

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paper had been discussing about the effecting training plan as well which needs to be followed in
a proper way. Following the training program in a proper way would be helping in enhancing the
confidence, productivity as well as performance of the employees. The training program should
be kept open for all those staffs who are not able to perform better can join the training program
in order to lean new strategies that will be helpful in maintaining their performance.

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References
Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016). Transformational leadership and project
success: The mediating role of team-building. International Journal of Project
Management, 34(5), 806-818.
Gwynette, M. F., Morriss, D., Warren, N., Truelove, J., Warthen, J., Ross, C. P., ... & Borckardt,
J. (2017). Social skills training for adolescents with autism spectrum disorder using
facebook (project rex connect): a survey study. JMIR mental health, 4(1), e4.
Lai, A. Y., Stewart, S. M., Wan, A. N., Shen, C., Ng, C. K., Kwok, L. T., ... & Lam, T. H.
(2018). Training to implement a community program has positive effects on health
promoters: JC FAMILY Project. Translational behavioral medicine, 8(6), 838-850.
Linde, A. S., Caridha, J., & Kunkler, K. J. (2017). Skills decay in military medical training: a
meta-synthesis of research outcomes. Military medicine, 183(1-2), e40-e44.
Ramazani, J., & Jergeas, G. (2015). Project managers and the journey from good to great: The
benefits of investment in project management training and education. International
Journal of Project Management, 33(1), 41-52.
Schall, C. M., Wehman, P., Brooke, V., Graham, C., McDonough, J., Brooke, A., ... & Allen, J.
(2015). Employment interventions for individuals with ASD: The relative efficacy of
supported employment with or without prior Project SEARCH training. Journal of
Autism and Developmental Disorders, 45(12), 3990-4001.
Winters-Stone, K. M., Lyons, K. S., Dobek, J., Dieckmann, N. F., Bennett, J. A., Nail, L., &
Beer, T. M. (2016). Benefits of partnered strength training for prostate cancer survivors

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and spouses: results from a randomized controlled trial of the Exercising Together
project. Journal of Cancer Survivorship, 10(4), 633-644.
Zhang, J., Yu, P. S., & Lv, Y. (2017, February). Enterprise employee training via project team
formation. In Proceedings of the Tenth ACM International Conference on Web Search
and Data Mining (pp. 3-12). ACM.