The Kroger Co. United States Training Needs Analysis and Outcomes

This report provides a comprehensive analysis of The Kroger Co.'s training needs and outcomes. It begins with an introduction to Kroger, its values, and its workforce, followed by an examination of its training and development programs, highlighting their benefits and identifying associated issues, such as lengthy training processes and the impact of trainers. The report then delves into the Training Needs Analysis (TNA) process, detailing its systematic approach and the various training methods employed by Kroger. The second part of the report focuses on training outcomes, emphasizing the importance of worker commitment and outlining steps to control TNA. It examines performance improvements resulting from training, including rewards and problem-solving, and addresses performance gaps, such as skill deficiencies, and how training can address them. The report includes references and an appendix with a questionnaire used to analyze training needs, offering insights into Kroger's training practices and areas for improvement.

Running Head: THE KROGER CO. 0
The Kroger Co.
United States
Training Needs Analysis (TNA) and Outcomes
Student’s Name:
University Name:

THE KROGER CO. 1
Contents
Assignment 1..............................................................................................................................2
Introduction............................................................................................................................2
Training and Development.................................................................................................2
Benefits...............................................................................................................................2
Training Issues........................................................................................................................3
Training Need Analysis (TNA)..............................................................................................3
Summary.................................................................................................................................3
Assignment 2..............................................................................................................................4
Training Outcomes.................................................................................................................4
Performance............................................................................................................................4
Gaps........................................................................................................................................4
References..................................................................................................................................5
Appendix....................................................................................................................................6
Questionnaire on Analysis of Training Needs........................................................................6

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Assignment 1
Introduction
The company named Kroger is the world’s 3rd largest retailer in the 21st century. The
Kroger Co. headquarters is in Cincinnati, Ohio in the United States.
The founder was Bernard Kroger (Barney Kroger) who started the chain of Kroger
supermarkets. They value the sentiments of the customer and consider these values for their
satisfaction which are morality, security, multiplicity and more. In the US, it is one of the
largest drugstore chains and gas station drivers.
Workers of all ages and desires, from freshers to professionals and experienced
seniors have a lot of job opportunities provided by Kroger. They provide cut-throat wages,
security benefits, and a hygienic environment which attracts individuals to work with us. Our
Motive and Our Commitment!
Kroger has or had products like jewellery, fuel centres, multi-department stores
including health care and organic and pet care offerings, food production plant, meals and
more. It employs around lakhs of workers at different locations like Alaska, Idaho, Oregon,
Utah and Washington and the District of Columbia. The attributes which describe Kroger
well are belief and participation, target setting and work planning, safe implementation,
training workshops system, performance inspection system and event examination.
Training and Development
Training programs are extremely productive for growth initiatives (Lacerenza, et al.,
2017). Kroger success is because of developing ability of well-trained, occupied and high-
yielding co-workers and leaders. Training is done to develop skills and knowledge to build up
confidence for best customer affair.
They provide skill-based training and leadership enlargement for nourishing
potentiality to perform at a high level and productively. Development and growth is the main
concern to make workers stay and start a career.
Benefits
The need of providing benefits to workers in Kroger defines quality and
competitiveness and care about their co-workers physically (to save money), mentally (health
and education) and emotionally (safety of their families).

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Sustaining future, education, discount to workers, the standard of living, support are
some things which Kroger invest in workers working there. The workforce in Kroger has a
massive impact on holding which improves customer occurrence in stores and the company’s
value to distribute ( Springer , 2018).
Training Issues
In Kroger, training takes a long time in computer tests and at the time of on-the-job
training working with an experienced employee where you are hired goes for a long period
where they just train you to bag groceries. The kinds of trainers who train workers also affect
the training process which leads to a stressful working environment. They try to undervalue
store workers and disrespect them.
To not to face challenges in training, they need to create learning and development
programs. Sometimes the trainer is not able to explain and the material is out of date also
creates an issue or a problem and tries to avoid it, to adjust and not able to handle them is a
big drawback, skills matter who can deal with new concepts, and a good team.
To know the range of the customers, what they like or what is in demand, what they
buy most of the times and how much people are active are the target audience.
Training Need Analysis (TNA)
Regulating needs to take place is a systematic approach known as TNA which includes
job needs, recent capacity, training methods, cost, and power. It is managed by addressing the
needs and identifying the correct training programs, need to govern what or who needs
training, it helps in verifying and selection of correct workers is necessary who needs to get
trained. If not, it can lead us to get the wrong talent, people and method.
Kroger includes classroom training, onsite training, online training, webinar training and
combines programs. Our Motive and Our Commitment is the process by Kroger of
implanting to sustain the human emotion as they lead with suffering for people and results.
They value honesty, safety and incorporation and promise for friendly and caring and uplifted
behaviour every day and to keep on improving ( Driscoll & Writer, 2018).
Summary
When the company is formed there is a huge process to make it keep growing at a
good pace and need to go through a lot of steps. One step is discussed of The Kroger Co.
which is the training issues and how to analyse the needs of the training in the organization.

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What are the pros and cons of training? Who is to be the target audience? How to do the
Training Need Analysis?
Assignment 2
After studying about training issues and TNA of the Kroger, now it is important to know
about the outcomes by training, performance changes and help to fill the gaps.
Training Outcomes
To increase training outcomes, workers must accept training ability essential along with
the commitment training system ( Namian, Albert, Zuluaga, & Jaselskis, 2016). To control
TNA there are steps:
1. Decide correct conclusion
2. Link decided conclusions with worker values
3. To know trainable possibilities
4. Evaluate possibilities and decide performance slot
Performance
To increase output and gains Kroger give rewards for training to workers so that they
can perform better. Investing in them can help us improve holding cost, customer satisfaction
and innovation of ideas for a new product. It helps in problem-solving and better productivity
by keeping savings too ( Shaw & Seidel, 2019). They perform much better as expected when
they know the working of the company and their expectations and needs should be fulfilled.
Gaps
Performance gaps are created because of a lack of skills and development of the
workers and to fill this gap training plays an important role with the help of Key Performance
Indicators where Kroger gives rewards, benefits and much more to the workers, to take
feedback from the managers or even customers can affect the performance of workers, take
tests or quizzes of workers for enhancement.

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References
Driscoll, K., & Writer, S. (2018, May Wednesday). Kroger to implement ‘refreshed’ training
after Starbucks racial bias incident. Retrieved from Dayton Daily News:
https://www.daytondailynews.com/business/kroger-implement-refreshed-training-
after-starbucks-racial-bias-incident/PXONdglvrXODqucn6W3TMI/
Namian, M., Albert, A., Zuluaga, C. M., & Jaselskis, E. J. (2016). Improving Hazard-
Recognition Performance and Safety Training Outcomes: Integrating Strategies for
Training Transfer. Journal of Construction Engineering and Management.
Shaw, J., & Seidel, M. (2019, March Saturday). Effects of Training on Employee
Performance. Retrieved from Chron: https://smallbusiness.chron.com/effects-
training-employee-performance-39737.html
Springer , J. (2018, November Friday). Kroger Seeing Payoff From Employee Investment.
Retrieved from Winsight: https://www.winsightgrocerybusiness.com/retailers/kroger-
seeing-payoff-employee-investment
Lacerenza, N, C., Reyes, L, D., Marlow, L, S., . . . Eduardo. (2017). Leadership training
design, delivery, and implementation: A meta-analysis. Journal of Applied
Psychology, 1686-1718.

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Appendix
Questionnaire on Analysis of Training Needs
1. How many training programs Kroger organize?
o More than 40
o 20-40
o 10-20
o Less than 10
2. Who are the workers to whom training is given?
o New Staff
o Junior Staff
o Senior Staff
o Based on requirement
3. To motivate them to attend training they are appraised. Do you agree with this statement?
o Disagree
o Somewhat agree
o Agree
o Strongly agree
4. How much time does Kroger take to execute the training process?
o More than 4 months
o 2-4 months
o 1-2 months
o Less than 1 month
5. How much time is given for the period of training?
o Manageable
o To be shortened
o To be extended
o Sufficient