Human Resource Management: Training Needs Analysis Report - Analysis

This report provides a comprehensive analysis of training needs within a Human Resource Management context, specifically focusing on a manufacturing business and its WHS representatives. The report begins by identifying the importance of training needs analysis, emphasizing the gap between actual training processes and required training. It outlines the steps involved in conducting a training needs analysis, including the assessment of employee skills, the setting of training goals, and the implementation of both informal and formal training phases, such as on-the-job training. Furthermore, the report provides a detailed cost analysis, breaking down the expenses associated with various training aspects, including hiring, informal training, and formal training. The report concludes by highlighting the significance of training in developing a safe working environment and ensuring efficient resource utilization, offering valuable insights for businesses seeking to improve their employee training programs.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author’s Note:

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HUMAN RESOURCE MANAGEMENT
Table of Contents
Part A...............................................................................................................................................2
Identification of Training Need Analysis........................................................................................2
Steps in Training Need Analysis.....................................................................................................2
Statement Showing Cost of Training...............................................................................................6
Reference.........................................................................................................................................7

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Part A
Identification of Training Need Analysis
Training need analysis allows businesses to effectively recognize the gap there is between
the actual training process and needs of training. It can be referred to a systematic step of
analyzing the different stages of training process and effectively identify the needs which are to
be fulfilled by the training process (Nazli, Sipon and Radzi 2014). The basic requirements of a
training program is to firstly identify what training is to be given and also what kind of training is
required to be provided to WHS representatives. The management considers a manufacturing
business for this assessment and the requirement of consulting with the employees of the
business is done considering the nature of risks and health issues which the employee of the
business faces. The WHS representative would be trained considering specific business risks like
injuries, hazards and similar other stuffs.
The business consults with the WHS employees for training purpose by conducting
regular meeting with the representatives and appropriately identifying in what aspects they need
training and how the same can be conducted in collaboration with Health and Safety Committee
(Bahn 2013). This can ensure that the training needs of the employees can be identified
appropriately.
Steps in Training Need Analysis
The management of the manufacturing concern needs to first identify what are the goals
of the training program and what does the management want to establish from such trainings. On
the basis of the training needs of a WHS representative, the following requirements can be
identified for a particular employee:

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Training Needs Analysis (TNA)
Employee name(s): Mike
Jenson
Position/Role: Machine Operator
TNA completed by: Alex Stanley (Human Resource Manager)
TNA completed date: 25 November 2018
Major tasks of
the position
Training/
skills
dev't
req'd?
(Y/N)
What
training/skil
ls need
developing?
How will
this be
achieved?
(on the job,
external
course)
When
should this
be
completed
by?
Where
should it
occur?
(training
provider)
Cost of
providing
training?
Operating
Machines
Y/N Ability to
handle the
machine
On Job
Training
2 week
time
The
training
needs to
take place
in the site
only for
maximum
$ 10,000

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results
Resource
Handling
Y/N Efficiency
and
Quantity of
Resource
to avoid
wastage is
to be
recognised
External
Instructor
1 week On site
training
required
$ 15,000.
Y/N
Y/N
What do we want to achieve in the period ahead?
Develop a safe working environment and also ensure that the resources of the business are utilized
efficienctly.
What is the general career path in the immediate future?
The operator can be promoted to senior supervisor depending on the performance of the individual
and also a consulted trainer for future employees is also a position and can be considered to be an

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appropriate future path.
How can this be supported
The employees need to ensure that the training is undertaken efficiently so that specialization can be
developed.
The steps which can be taken for the purpose of training the WHS representative are
listed below in details:
Informal Phase of Training
 Induction: The employee first need to be properly introduced to the work process of the
business and also point out the expectations of the management of the business. The
goals of the organization are also to be highlighted during this phase.
 Identify Existing Skills: The skills of the employee need to analyzed by engaging them
in productive tasks and also enhancing the same would be a part of the informal phase of
training.
Formal Training Phase
 On Job Training: The employees would be then be shortlisted for on job training where
they would be allocated task on the basis of the specialization identified in Informal
training phase.
 Setting Targets: The trainer would be setting targets for the employees and the same
would help them in meeting deadlines. In this process, the employees would be given
training on identifying threats and also learn to operate machines.