Comprehensive Training Need Analysis Report for Bole Solutions

This report presents a Training Need Analysis (TNA) for Bole Solutions, an Australian metal casting company. It employs the Training Sustainability Analysis method to determine if training is the optimal solution for addressing employee skill gaps. The report identifies a need to bridge the gap between employees' understanding of their job roles and their actual skills, particularly in leadership, communication, and public speaking. The TNA includes methods for gathering feedback through questionnaires and supervisor evaluations, and details evaluation processes. The analysis highlights the importance of clarifying the difference between knowledge and skill, emphasizing the need for training programs to enhance employee competencies. The report also provides various methods for conducting skill analysis tests, including key performance indicators, 360-degree reviews, interviews, and workplace observations. Finally, it outlines strategies to improve performance standards, team competencies, and communication within the organization, promoting a healthy work environment and improving overall team effectiveness.

Running head: TRAINING NEED ANALYSIS
Training need analysis
Name of the student
Name of the university
Author note

1TRAINING NEED ANALYSIS
Part A:
The organization that has been taken in this assignment is Bole solutions located in
Australia. It is one of the leading metal casting company. The training Needs Analysis that is
required in this case is the Training Sustainability analysis.
The method chosen for the TNA is the Training Sustainability Analysis. This serves
as an analysis of the factor whether training is the desired solution in the organization. In any
organization training serves as important feedback. It serves as an effective solution. In the
recent enterprises there remains a gap between the employees. The gap consists in
understanding the job role of an employee. This can be improved or developed only
through an appropriate training. This is the reason the training sustainability analysis method
has been considered to be the most effective method. It is an effective method of the solutions
of the problems that the employees might face. It is important to determine whether the
training will be an effective one in the usage. This is the reason this method has been chosen
(Khan and Al Zubaidy 2016). There is a confusion in understanding the difference between
the knowledge and skill. The training program is needed to understand the job roles of
the employees and to determine a difference between skill and knowledge. One of the
important part of the training is giving knowledge on skills that are required for the job and to
collect feedback on the same. In order to rectify the gap an evaluation process of the training
method has been included in the report.
To establish the difference between knowledge and skill it is important for the
management to highlight the differences between the two. They are similar but they have
some basic differences. The employees very often confuse themselves between knowledge
and skill. In Bole solutions, the employers have complained about the ‘skills gap’ for the past
years. In such case it is important to understand the gap between the needs of the employers

2TRAINING NEED ANALYSIS
from their workers. This is important to know what the workers can actually do. The training
can improve this gap by developing the leadership skills, the communication skills, public
speaking skill of taking constant feedback. It should include the practical improvement of
staff skills (Brewster 2017).
While gathering feedback about the performance of a team member a one-to-one
feedback session should be held with the members. Feedback can be taken by distributing the
questionnaires among the supervisors where they had to answer the questions in the likart
scale. The management should sit personally with the supervisor and they should be asked
about the performance of their team members. The feedback might include the analysis the
ways that might be helpful in improving the performance of the team members (Ingram et al.
2015).
When the company wants to analyse the source the information about the
performance of the team members it is important for it to have a good relation with the
supervisors and the team members so that they can share the feedback with the person who is
taking the feedback. Apart from this the physical sources that are required in order to take the
feedback is the human resource team, a feedback room where the feedback can be taken, the
IT department who can design the feedback forms as the feedback will be taken with the help
of feedback forms.
The evaluation of the feedback can be done in five ways:
 An evaluation form can be developed.
 The performance measure should be identified.
 The guidelines for feedback should be set.
 The disciplinary and termination plan should be created.
 An evaluation schedule should be developed (Cascio 2018).

3TRAINING NEED ANALYSIS
The skill gap lies in the failure of the communication system and the leadership system in the
organization. The employees are not clear about their job roles and this is the reason they are
unable to develop their skills. In order to improve this an effective training program should be
held that will train the employees on their job roles. The leaders of the organization should
avoid following the autocratic leadership. It is sometimes responsible for the gaps that might
occur in the skills of the employees. The leaders should follow the transformational
leadership style.
Part B:
There are many ways to conduct the skill analysis test on the employees. These are:
 The first and foremost way to conduct this is through the key performance indicator.
The contribution of the staff can be determined by the key performance indicator. It is
an important indicator of the competency gap in the workplace (Hughes et al. 2016).
 An assessment on the members should be done in order to identify the skill hap. In
order to conduct the skill analysis the identification of the gaps is extremely
important. This might include the methods of tests and quizzes. The actual work
scenario should be identified in order to conduct the skill analysis (Zahra, Iram and
Naeem 2014).
 In order to conduct the skill analysis the 360 degree review is important. This is
possible only through feedbacks. This method is considered to be one of the method
of appraisal. The feedback on the performance of an employee is solicited from the
peers, managers and the direct reports of an employee. The feedback of the issues
related to the performance of the employees is important as a whole.
 The trainings are a necessary process to sharpen the skills of the employees. A
training program provides more knowledge to the members and the workers about the

4TRAINING NEED ANALYSIS
job. The trainings serve as a motivating factor for the employees. The trainings are
designed to inspire the employees to do their job.
 Interviews and the focus group interviews are considered to be another important
form of skill analysis test. The negative side of this method is it takes a longer time as
it depends upon face to face interaction. The interviewer in this is allowed to ask for
follow-up question or they are asked to have the respondents expound on their
feedback. This is one of the effective way to get the qualitative data.
 The other form of analysis test is the observations of the entire workplace. In order to
understand the most common issues in the workplace it is important for the leader to
spend time on the front lines. The skill gaps can be analysed by observing the
employees at work. The most important factor that can be extracted in this process is
the factors where the real causes of the gap is realized.
 The other process of skill analysis test is by benchmarking the performance of the top
performer of the organization. The skill of the top performing employee should be
identified and it should be compared with the underperforming employees. The gap
between the performances of the two employees should be analysed and the strategies
to develop those should be formulated accordingly (Dhar 2015).
Part C
While maintaining the code of conduct in the organization, the management should
make laws of maintaining the formal dress code in the office. There should be proper policies
and principles that should be followed by all the employees. The organization must maintain
the hierarchy system in order to keep a healthy work environment.
Therefore, in case of improving the KPI the organization must clarify their goals and
they should evaluate whether they have reached the goal or not. The most important factor

5TRAINING NEED ANALYSIS
that is associated with the goals should be identified in order to make success. The financial
records and the performance records of the company should be analysed. Every employee
should be dealt individually in different ways. Regular performance evaluations should be
conducted for each employee.
A health plan should be formulated in order to promote workplace health and safety.
The workplace should be inspected regularly. The employees should be trained regarding
their risk of potential injury that is associated with their job. The management should make
efforts to talk regularly with the employees. In case any incident occurs it should be
investigated and the records of the incidents should be maintained (Sung and Choi 2014).
It is mandatory to improve the performance standards the company. To do so the
organization should make the commitment to improve their quality of service and workplace
environment. They should further track the mistakes made by them and they should arrange
for trainings in order to rectify the mistakes. The most important thing is to develop their
attitude towards performance and work.
To develop the team competencies the right method training is important. The area
where the training is required should be identified. The company must focus on the team
building activities.
In order to improve the work processes the company should concentrate on the factors
of accountability, they should make plans of follow-up, they should manage the work force
and avoid micromanagement. The company should encourage the team members and in order
to do so the company should introduce the system of rewards, ranks and recognition (Lee,
Back and Chan 2015).
To improve the team roles and responsibility the company should improve the forms
of communication. They should encourage the process of feedback in the team. The team

6TRAINING NEED ANALYSIS
spirit should be developed and the training programs should be arranged (Behringer and
Sassenberg 2015).

7TRAINING NEED ANALYSIS
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8TRAINING NEED ANALYSIS
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