Charles Sturt University: System04104 Training Need Assessment Report

This report provides a comprehensive training needs assessment for Tesla, focusing on the importance of employee development within the context of the company's technological advancements and ambitious production goals. The assessment explores various aspects, including talent acquisition, workforce productivity, supply chain networks, and technological adaptation. It emphasizes the job observation method as a crucial tool for identifying training needs. The report details the five steps of Training Need Assessment (TNA), including problem identification, design determination, data collection, data analysis, and feedback provision. It also addresses the potential negative consequences of a poorly planned or executed assessment, highlighting the impact on productivity, goal attainment, and the ability to meet customer demands. The report concludes by emphasizing the ongoing need for training and development in the rapidly evolving technological landscape of the automobile industry. The document is contributed by a student to be published on the website Desklib. Desklib is a platform which provides all the necessary AI based study tools for students.

Running Head: Need of Assessment for Training
Training Need Assessment
Report
System04104
5/5/2019

Need of Assessment for Training
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Table of Contents
1. Introduction.........................................................................................................................2
2. Need Assessment of Training/Development in Tesla.........................................................2
3. Best Method to conduct the need Assessment....................................................................3
4. Steps in Training Need Assessment (TNA)........................................................................4
5. Results.................................................................................................................................5
6. What if Assessment is not properly planned or conducted?...............................................6
7. Conclusion..........................................................................................................................6
References..................................................................................................................................7

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1. Introduction
The modern work environment in any organisation requires smart workers/employees
who are skilled in performing tough tasks in the organisation with efficiency and in safe
manner. Training is needed when employees are not performing up to a certain standard or up
to an expected level, which is set by the organisation (Dixit & Bhargava, 2015). However, the
difference between actual performance of employees and expected job performance
determine the need of training in the organisation. Therefore, it is the requirement of every
organisation to assess the need of training and development programs to improve the
performance of employees. The identification of training needs starts with instructional
design in the organisation. The present work based on the need of training in Tesla
employees. This work also helps to understand the role of training in the organisation and its
role to improve the work performance of employees. It also helps to understand the process
of assessing training needs and development needs in the organisation. This essay will also
help to understand the consequences of failure of training need assessment. It means, if
training and development needs are not properly planned, then what are the implications of it
on an organisation.
2. Need Assessment of Training/Development in Tesla
Today’s organisation are totally depends on human resource and technology. These
two are also connected with each other and these two factors of the organisation complement
each other in organisational performance. These two factors of organisations are meaningless,
if they are separated in modern technological world (Cekada, 2011). However, in Automobile
Company like Tesla, technology has a major impact. Tesla is known for its advance
technology, which is used in the electric cars and vehicles of Tesla. To accept the
technological changes and working with latest technology needs proper training and
development of employees and it will be only possible, when Tesla assess the need of
training by with the help of need assessment analysis of training and development programs
(Ment, 2011). Top four drivers in global automobile company are Talent, productivity of
workforce, Supplier network, and Technological advancement. One way of assessing training
need is to assess the status of these drivers in Tesla. If the gap available in actual and
expected performance is available, then the Tesla needs to conduct a need assessment
analysis for training and development of the people in the organisation (Cekada, 2010).

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Assess Talent: In many automobile companies, talent is an important aspect. If we
consider Tesla, they we can say that tesla has urgent need of talented people for
manufacturing of new technological cars and vehicles. Tesla is known for its technology and
regular adoption of new technologies to produce advance electric engine cars. Tesla also
follows advances business model and car manufacturing processes. To meet these
requirements, Tesla needs to assess the need of training and provide appropriate training and
development program to its engineers and workers on regular basis (Clarke & Higgs, 2016).
Productivity of Workforce: Another area that should be assessing for training need
assessment is productivity of workforce. If organisation fails to assess the productivity, then
it cannot assess the need of train9ng and development programs for workers. The
organisation need to set a target and compare the performance and productivity of employees
with that set performance standard or with expected level of performance. Tesla is one of the
top and leading electric cars manufacturing company in the world and productivity is the key
of its success. However, Tesla has decided to manufacture more than 200,000 cars in 2020
(Kushwaha & Sharma, 2016). However, this goal required high-class productivity of
employees, and it is only possible if employees give their best to the organisation. To ensure
high-class performance of employees, Tesla needs to assess the needs of training and
development programs in the organisation.
Supplier Network: Tesla should focus on its supply chain networks because supplier
network plays an important role in delivering of products to the customers. Tesla should
measure the supplier chain network and its strength that it is synchronised with the Tesla’s
business goals or need some training and improvement in supply works. It has been seen that
sometimes supply chain network is not properly synchronised with current demand or fail to
meet the future demand of customers. In this case, need of assessment is required in the
organisation. Tesla has decided to increase its electric car manufacturing in every year and it
is required a strong supply chain network which can only be possible after training and
development programs (Vayuvegula, 2017).
Technological Advancement: Technology is changing every day and it is required
more talented and advance knowledge in using technology. Tesla should assess the
performance and skills of people that they are good enough to adopt the new technology or
they required training and development programs to adopt the new technology. Need of
training and development in this phase is so important for any organisation. Assessing need

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of providing training to employees that they can adopt the latest technology is a major
assessment analysis in any organisation (Patil, & Kokate, 2016).
3. Best Method to conduct the need Assessment
The best method to conduct the need assessment for training is job observation
method. From job observation method, the organisation plans its future goals and according
to this future goal, the organisation can plan for training and development program. The
training and development plan of Tesla organisation is totally related with its future goal of
producing more and more electric and fossil free cars and sale it to the people with premium
prices (Lakshminarayanan, Pai, & Ramaprasad, 2016). Although, this objective of
organisation needs proper need assessment of goals and measure the current performance of
employees that they can fulfil the future target or not. However, the job and training need
assessment based on the gap between actual and desired performance of employees, but if
organisation decide to produce more cars in 2020, then it can only be fulfil by advanced
training and development programs of employees. The adoption of new technology and its
implementation in the organisation also require proper need assessment for training in the
organisation. However, introducing new technology in the organisation also requires training
of new and present employees, and it should be assessed in advance (Gorecky, Khamis, &
Mura, 2017).
Apart from this, interview of target group for the raining is other best possible method
for training assessment. The target group peoples are selected for need assessment plan and
future training. However, in Tesla it is not possible to interview a large number of people
because of time constraints so Tesla can adopt sampling method and select few of them for
the assessment.
4. Steps in Training Need Assessment (TNA)
There are five steps in Training need assessment. These steps are as follow:
1. Identify Problem and needs: This is the first step in training need assessment where
a company identify the problems of the organisation. In this step, Tesla should review
its goal (which is producing more than 200,000 cars every year till 2020) and measure
the current performance of employees and compare with the desired performance to
achieve its goal. However, tesla can also set objectives that will motivate people

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towards organisational goal. Understanding the policy direction and future goals of
Tesla, it is required to understand the performance gap analysis. The understanding of
current performance of employees and their knowledge and skills, helps the
organisation whether the desired future goals based on given roles and responsibility
can be achievable or not (Cohen, 2017).
Therefore, Desired performance (optimal) – Actual Performance (Actuals) = Possible
Training needs
2. Determine design of need analysis: In this phase of TNA, Tesla will target those
groups of employees and engineers who need training and design the training and
development program according to them. In this phase, Tesla will appoint an in
charge who controls and command the TNA. The scheduled will be fixed to analyse
the need assessment of training.
3. Collect data: In this phase, various tools and techniques are used to assess the need of
training. There are various methods of collecting data for training need assessment.
Tesla can normally use these following techniques to collect the data for TNA.
a. Interview method
b. Questionnaire method
c. Job Observation method
d. Focus groups
e. Work samples
f. Assessment/Surveys

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(Source: Okada, Whitelock, Holmes, & Edwards, 2019)
4. Analyse Data: This phases includes analysis of data and extract relevant information,
which is necessary for deciding the necessity of training in the organisation. Tesla can
divide the data in two groups such as quantitative and qualitative data group. These
data helps the organisation to drawing conclusion and recommendations on training
needs in the organisation. However, this phase also includes writing report that shows
that what are the problems and requirements for training need in the organisation
(Seidle, Fernandez, & Perry, J2016).
5. Provide Feedback: This last step include make a presentation on the top executives
of the organisation that why training is required in the organisation. It is the last step
before training preparation and planning.
5. Results
The result of the needs assessment allows the training manager to prepare final
planning for training and implement it in the organisation. The training assessment result
shows the direction of training manager that how many people needs training in the

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organisation and what are the objectives behind conducting training for employees and
engineers in the organisation. However, the top trainers of Tesla will decide which type of
training is required to achieve the organisational objective. Sometimes, it has been seen that
to fill the performance gap, training is not required and other type of management solutions
are more effective in improving the employee performance (Kiennert, Rocher, Ivanova,
Rozeva, Durcheva, & Garcia-Alfaro, 2017).
6. What if Assessment is not properly planned or conducted?
The success of need assessment plan is necessary for organisational goals and
objective. If the organisation is failed to properly plan and conduct need assessment results in
the organisation, it might be result in a huge loss for the company in terms of low
productivity and deviation of organisation from its main objective and goals. Need
assessment in any company helps to measure the performance of employee and identify the
needs of training and development programs (Gaspard & Yang, 2016). It helps to identify the
performance goals and the knowledge that is required to achieve the organisational goals. If
organisation is failed to assess the needs of training then it might be turn to be a great loss for
the company. The company cannot fulfil its future demands or cannot achieve its target. The
need of assessment and proper implementation of the result is necessary for any organisation
to adopt the future change and meet the future demands of customer (Sarkar, 2013).
However, the company’s goals and objectives are also connected with proper assessment plan
implementation. If the assessment plan is not properly implemented in the organisation, Tesla
fail to identify the actual performance gap and could not plan a better training program for
employees that will be effected.
7. Conclusion
In conclusion, need of assessment for training in any organisation is required for both
organisational and individual performance. Training is necessary to adopt the future
technological changes. However, Tesla is a modern and advance technology automobile
company, which is known for its advanced technology. Therefore, need assessment for
training in Tesla is a key thing and should be frequently conducted in the organisation to
improve the performance of people. Job observation and employees interview are two best
techniques for need assessment for training that helps the organisation to collect the data
related to performance. The analysis of data helps the organisation whether training is

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required for the organisation or any management solution is required to improve the job
performance of employees. A wrong and false assessment may cause heavy financial and
economic losses for the company, if company failed to implement the result of assessment
plan.

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References
Cekada, T. L. (2010). Training needs assessment: Understanding what employees need to
know. Professional Safety, 55(03), 28-33.
Cekada, T. L. (2011). Need training? Conducting an effective needs assessment. Professional
Safety, 56(12), 28.
Clarke, N., & Higgs, M. (2016). How strategic focus relates to the delivery of leadership
training and development. Human Resource Management, 55(4), 541-565.
Cohen, E. (2017). Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Dixit, A., & Bhargava, R. (2015). Training Need Analysis of Faculty Members of Business
Schools. KHOJ: Journal of Indian Management Research and Practices, 1(1), 83-88.
Gaspard, J., & Yang, C. M. (2016). Training needs assessment of health care professionals in
a developing country: the example of Saint Lucia. BMC medical education, 16(1),
112.
Gorecky, D., Khamis, M., & Mura, K. (2017). Introduction and establishment of virtual
training in the factory of the future. International Journal of Computer Integrated
Manufacturing, 30(1), 182-190.
Kiennert, C., Rocher, P. O., Ivanova, M., Rozeva, A., Durcheva, M., & Garcia-Alfaro, J.
(2017). Security challenges in e-assessment and technical solutions. In 2017 21st
International Conference Information Visualisation (IV)(pp. 366-371). IEEE.
Kushwaha, G. S., & Sharma, N. K. (2016). Green initiatives: a step towards sustainable
development and firm's performance in the automobile industry. Journal of Cleaner
Production, 121, 116-129.
Lakshminarayanan, S., Pai, Y. P., & Ramaprasad, B. S. (2016). Competency need
assessment: a gap analytic approach. Industrial and Commercial Training, 48(8), 423-
430.

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Ment, T. N. A. (2011). Training need assessment: a critical study. International Journal of
Information Technology, 4(1), 263-267.
Okada, A., Whitelock, D., Holmes, W., & Edwards, C. (2019). e‐Authentication for online
assessment: A mixed‐method study. British Journal of Educational
Technology, 50(2), 861-875.
Patil, S. S., & Kokate, K. D. (2016). Training need assessment of subject matter specialists of
Krishi Vigyan Kendras. Indian Research Journal of Extension Education, 11(21), 18-
22.
Sarkar, S. (2013). Competency based training need assessment–approach in Indian
companies. Organizacija, 46(6), 253-263.
Seidle, B., Fernandez, S., & Perry, J. L. (2016). Do leadership training and development
make a difference in the public sector? A panel study. Public Administration
Review, 76(4), 603-613.
Vayuvegula, A. (2017). 5 Tips for Assessing Training Needs of Manufacturing Employees
[online]. Retrieved from: https://blog.commlabindia.com/elearning-design/assessing-
training-needs-in-manufacturing-sector