Human Resource Management Training Need Assessment Report: Woolworth

This report provides a comprehensive analysis of training needs assessment within the context of Human Resource Management, using Woolworth Company as a case study. It begins by outlining the conditions necessary for conducting a training needs assessment, emphasizing its importance in identifying skill gaps and aligning training with organizational objectives. The report then delves into the process of developing training objectives and priorities, categorizing them into knowledge, skills, and attitude. The core of the report focuses on the process of conducting a need assessment, including gap analysis, prioritization, and the analysis of performance problems. It examines organizational, job/task, and individual analysis methods, providing a multi-faceted approach to identifying training needs. Recommendations are provided, including the use of questionnaires and attitude surveys. The report concludes by summarizing the key findings and emphasizing the importance of training in achieving organizational goals, with references to relevant journals, books and online resources.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
CONDITIONS TO CONDUCT A TRAINING NEED ASSESSMENT........................................1
DEVELOPING TRAINING OBJECTIVES AND PRIORITIES...................................................1
PROCESS FOR CONDUCTING NEED ASSESSMENT BY WOOLWORTH COMPANY......2
ANALYSIS OF TRAINING NEED BY WOOLWORTH COMPANY........................................3
RECOMMENDATIONS.................................................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Human resource management is an important process by which company can manage
their resources through effective training or development, motivation etc. Training is a part of
employee's management. It includes those techniques by which worker's skills are to be
developed by providing necessary guidance. Present report describes the training need
assessment so that a firm can develop new skills and knowledge in their behaviour. It includes
various training methods, plan, resources, design and criteria by which can increases the level of
performance of workers.
CONDITIONS TO CONDUCT A TRAINING NEED ASSESSMENT
Training need can identified by the manager in order they will provides appropriate
supports and guidance to the employees. Organising a need assessment is a fundamental
approach for successful implication training programs (Silberman and Biech, 2015). There are
various condition and circumstances in which a firm can require to identify the need of their
working areas. By analysing this, business can analysis the problems which is related to their
operations, HR can hire new person by determining the problems related with performance and
adopt new techniques for operating a successful business project. Hence, training need analysis
is an activity which helps the organisations to identify the reason by which it can make an
effective plan for resolving their issues. Woolworth company determine the conditions and need
in which manager of the cited firm assess the activity. Owner of a business find out that advance
techniques are essential for increasing their level of performance and profitability. In order to
improving the level of employees, firm need to assess an appropriate training need which is
beneficial for achieving their planned growth.
DEVELOPING TRAINING OBJECTIVES AND PRIORITIES
If training need are identified by a company than next step is to be selecting a training
objectives by analysing suitable conditions (Phillips and Phillips, 2016). It is essential for a firm
to determine the training objectives because by using this manager can set their priorities to
minimize the gap between the employees and works. Woolworth company decides their training
objectives and classified them in a three parts, which are as follows:
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Knowledge: It include a detailed and informations of works provided to the trainees by
which they will perform their work and per the prescribed manner (Hayden, van der Windt,
Cartwright, Côté and Bombardier, 2013).
Skill: It includes developing the behaviour and capability in human's nature by which
employees can perform the task as per the requirement of a company.
Attitude: It include those activity by which business can create new interest and
awareness from employees by organising a developing programs for them.
From the above basis, Woolworth company identify their need and find that to increases
their sales. they need to assess or organize a training for their employees by which they can
improve their performance level. Hence, it can be said that employees need to arrange the
training for the following reasons which are faced in Woolworth company. These are:
 Company need to assess the training objective by which it can reduce the performance
gap in various departments.
 Growth gap will be filled by promoting eligible people in a right while assessing the
training need by the company (Goetsch and Davis, 2014).
PROCESS FOR CONDUCTING NEED ASSESSMENT BY WOOLWORTH
COMPANY
Perform a Gap analysis:In this step, company firstly analysis the actual performance and
people which is suitable as per determined standards. By analysing the gap between
performance, cited firm need to determine the current situation of skills, knowledge and abilities
of current and future employees. By analysing the current situation, business set their desired
position in future. It is based on various solution like problems, opportunities, strengths etc.
Identify the importance and priorities: Once performance gap analysis can be identified,
next step that a company opt to analysis the priorities and importance of training. For example:
Woolworth company finds that by providing training to their employees, it should be cost
effective and legally mandated by the government or legal authorities. Firm should analysis the
executive pressure such as top management need any kind of solution or not? Training also
provides by deciding the number of people involved. In addition to this customer also make great
influence while selecting a training by the company (Forehand and Kotchick, 2016).
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Analysis the reasons of performance problems: After deciding the priorities, cited firm
should focused on organisational and personal need such as opportunities, problems which can
be resolved by selecting the best tool of training (Michelson, Sugai, Wood and Kazdin, 2013).
For example: Woolworth company analysis the two task before assessing the training need.
These are:
 Works completed by the people by an effective manner or not?
 Employees understand their job responsibility or not?
Above two task are followed by the cited firm to investigate and analysis their worker's
capability and responsibility for their particular job in an organisation.
Developing suitable solution and opportunities of growth: The last step of training need
assessment are to develop a effective solution for achieving opportunities or growth in future. In
this step, if workers knows their job well than company need to adopt advance techniques or
strategies to maintain this situation for a long time (Ford, 2014). On the other hand, if company
finds that people are less effective and demotivated than manager need to make some changes in
order to maintain the performance level of the workers.
ANALYSIS OF TRAINING NEED BY WOOLWORTH COMPANY
Organisational analysis: By analysing the organisational situation training need can be
identified. There are two factors such as internal and external factors which highly affects the
organisational training activities (Flin, Martin, Goeters, Hörmann, Amalberti, Valot and Nijhuis,
2017). For example: Woolworth company finds that current employees forget the use of advance
techniques in their working style. To resolving this issues cited firm need to analysis various
measurement tools of operations and minimizing the training weakness by developing the
objectives of training effectively.
Job/ Task analysis: Second approach to assess the training objectives is to analysis the
current task performed by the employees by comparing in future jobs. In respect to this, cited
firm manage or listed each and every task as per the requirement like company faced the
recruitment problem of technical instructor in their department.
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Individual Analysis:By the use of performance appraisal method, Woolworth company
can analysis the performance level of individual. It respect to this, manger used questionnaires or
interviews for collecting informations of workers (Fleck and Kraemer, 2014).
RECOMMENDATIONS
By assessing the training need by Woolworth company, manager of cited firm finds that
employees performance need to be improved so that it can achieve its desire goals effectively.
On behalf of this, there are some recommendation which is essential for a business, these are:
 Company need to used questionnaires method so that it can analysis the requirement of
employees (Brewster and Hegewisch, 2017).
 Attitude survey is best tool by which Woolworth company can assess the training need.
 By testing the skills are best way to assessing the training need of a company.
CONCLUSION
As per the above detailed report, it can be concluded that training is a process by which
company can motivate its employees for accomplishing its desire goals and objectives. By
identifying the need helps to analysis the problems in a specific areas. This report discovered the
training need of Woolworth company. It also explained the objectives and different steps which
are used by the organisation. Furthermore, it also explained the various approaches by which
company can identifying their training need by determining organisational level, task or job level
and individual level analysis. At last, it presents the several recommendations by which firm can
resolve their training issues effectively through skill testing, questionnaire, survey and interview
method etc.
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REFERENCES
Journals and Books
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Fleck, S. J. and Kraemer, W., 2014. Designing Resistance Training Programs, 4E. Human
Kinetics.
Flin, R., Martin, L., Goeters, K.M., Hörmann, H. J., Amalberti, R., Valot, C. and Nijhuis, H.,
2017. Development of the NOTECHS (non-technical skills) system for assessing pilots’
CRM skills. Submitted to Human Factors and Aerospace Safety.
Ford, J. K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Forehand, R. and Kotchick, B. A., 2016. Cultural Diversity: A Wake-Up Call for Parent
Training–Republished Article. Behavior therapy. 47(6). pp.981-992.
Goetsch, D. L. and Davis, S. B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hayden, J. A., van der Windt, D. A., Cartwright, J. L., Côté, P. and Bombardier, C., 2013.
Assessing bias in studies of prognostic factors. Annals of internal medicine. 158(4).
pp.280-286.
Michelson, L., Sugai, D. P., Wood, R. P. and Kazdin, A. E., 2013. Social skills assessment and
training with children: An empirically based handbook. Springer Science & Business
Media.
Phillips, J. J. and Phillips, P. P., 2016. Handbook of training evaluation and measurement
methods. Routledge.
Silberman, M. L. and Biech, E., 2015. Active training: A handbook of techniques, designs, case
examples and tips. John Wiley & Sons.
Online
What is Training Needs Assessment?. [2017]. Available through:
<http://www.hr-survey.com/TrainingNeeds.htm> [ Accessed on 23 August 2017].
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