Training Needs Analysis Report: Comfort Transport Pte Ltd

This report provides a comprehensive training needs analysis for Comfort Transport Pte Ltd, a Singapore-based taxi service. It begins by outlining the challenges faced by the taxi industry in Singapore, including the rise of private-hire services like Ola and Uber, and discusses the company's business goals using the SMART technique. The core of the report focuses on a detailed training needs analysis, examining organizational, functional, and individual training requirements. It explores the pros and cons of various data gathering methods like focus groups and observation techniques. Furthermore, the report highlights learning outcomes derived from the analysis, emphasizing the importance of adaptability, fitness, and individual skill development. The report concludes by summarizing the key findings and emphasizing the importance of a well-structured training program for the company's success in a dynamic market. The report is a student contribution to Desklib, a platform for AI-powered study tools.

Running Head: Training needs analysis
Training and development
Comfort Transport Pte Ltd

Training needs analysis
Table of Contents
Introduction................................................................................................................................2
Industry challenges.....................................................................................................................2
Organisational Training needs analysis.....................................................................................3
Functional training needs analysis.............................................................................................3
Individual training needs analysis..............................................................................................4
Learning outcomes.....................................................................................................................5
Conclusion..................................................................................................................................5
References..................................................................................................................................6
1

Training needs analysis
Introduction
The report argues over the industrial challenges that the organization faces as a whole.
The Comfort Transport Pte Ltd is the Singapore cab services that have been established in
1970 and the motive behind this cab service was to provide the drivers with a better lifestyle
and enhancing the job opportunities within the company. The business goals of the company
are discussed using the SMART technique and challenges of industry are also mentioned.
Thereafter the training need analysis has been focussed by paying attention to the
organizational, functional and individual training needs. After that, the learning outcomes of
the report will be discussed keeping in view the training needs analysis followed by a
conclusion.
Industry challenges
In Singapore, the dynamism in the taxi industry had occurred and the industry is
facing the changes to the great extent as per the Land Transport Authority (LTA). The
authority is the view to launch the private-hire taxi services like that of Ola and Uber. The
demand of taxi has been increasing and the Singapore taxi services have suppressed the on-
demand transport which comprises of around 30,000 vehicles. The private taxis in Singapore
like Ola and Uber have increased in these past 3 years and approximately 10,000 vehicles are
under such new entries in the taxi services and transport industry (Auyong, 2016).
The Comfort transportation Pte Ltd was established in the year 1970, commonly
known as “Comfort”. It has been denoted as Worker’s-operative commonwealth limited and
the aim of the company is to benefit the taxi drivers with the professional and happy life. The
goal is to satisfy the employees and create the job opportunity in Singapore and let the service
provider and driver lead a generous life. Initially, the company started with 1,000 Morris
Oxford and in the present scenario, the company owns around 10,000 taxis (Cdgtaxi, 2017).
The business goal could be flourished by undertaking the idea of challenges that the industry
might face and shaping these goals using the SMART technique (Mindtools, 2017).
 Specific: The set goal needs to be specific and focus should always be on the vision
that has designed and accordingly the success and development are achieved. The
2

Training needs analysis
employee satisfaction and enhancing job opportunity is the business goal than this
will automatically lead to progress of the business (Jason & Elpert, 2017).
 Measurable: The goals that are set should be measurable so that the success could be
evaluated and the things that incorporated the development are retained for the future
growth and set the high target to achieve the goal (Rowe et al, 2017).
 Attainable: The business goal that has been set should not be vague or virtual it needs
to be real, challenging but achievable (Burdina, Hiller & Meta, 2017).
 Relevant: Business goal set up by Comfort should be relevant to the stream and
related to the trend that has been prevailing so that active measures could be taken to
achieve the business goal.
 Time Bound: For every organization, it is necessary to set the goal which is time-
bound and timely the higher business goal need to be set up so that development
continues with the higher pace (Halt et al, 2017).
Organisational Training needs analysis
In order to flourish in the taxi business and expand the business at the next level, there
is a need to organize the appropriate training session. Training in the organization is
necessary at all the levels, from the low-level workers like driver till the managerial level
need to have the training so that the organization could flourish (HR survey, 2017). For
conducting the organisational training there is the need to have the focus group that
collectively gathers the information and defines the training in the widen area. The pros and
cons of such method are under quoted:
Pros
 The use of focus group represents the population in the distinguished manner.
 The maximum information is gathered and exchange of ideas takes place.
Cons
 High cooperation is required and at times difference in ideas results in the situation of
conflict.
 The group require high qualified and crucial people and the selection process might
bother the other members in the organisation.
3

Training needs analysis
Functional training needs analysis
Functional training is not always in the context of physical fitness and exercises that
have been performed by the person on the daily basis. The functional training helps to
provide strength and mobility that is needed in the life of an individual (TRX training, 2017).
For conducting the functional training the observation method of data gathering is used. It
analyses the work that is processing and what output does it yielding out. Observation
technique is considered to the authentic and reliable as it is first hand experienced. The
observers are having keen knowledge and they are highly skilled and keen to gain
information. Certain pros and cons of the observation technique are quoted as under:
Pros
 The observation helps people to work hard and get devoted towards their job.
 The observation is simple and consumes less time and simultaneously it is cost
effective as well.
 The safety measures are taken that motivates the employees and contributes in better
working conditions.
Cons
 The training is given in the group so the individual focus is not paid which might not
be able to develop the individual skills.
 The observation method has its own terms and conditions and creates its own science.
The actual scenario is such that no science is actually been used and in order to
implement marketing plan the fancy words are been used that does not contain any
relation with science (Functional fit mag, 2017).
Individual training needs analysis
In the individual training, the need of individual is analyzed and accordingly the training is
been provided to them to groom up the personality. The actual performance of employees are
identified and compared with the standard and the place where the person is lacking is
figured out and work upon it to improve the quality and sense the hidden potential that the
person possesses (Kumar, 2016). In order to gather information for individual training the
interview method should be adopted along with the survey questionnaire. the interview helps
in gaining the data face to face and it is fast processing that is time and cost saving. Through
4

Training needs analysis
the interview technique mindset of the employees are easily gathered and their viewpoints
could be considered as well. In the survey questionnaire certain hidden things could be
known in terms of eth employment strategies and about the organisational environment and
information from the employees could be collected and thereby they could be analysed and
evaluated accordingly. The pros and cons of the above mentioned subjects are briefly quoted
below:
Pros
 The interview method helps the employee to speak up openly and share their
opinions.
 Lead to healthy interactions between the employer and the employee.
 The survey questionnaire method easily collects the information of broad population.
 The cost efficiency is there in survey questionnaire method.
Cons
 Interview technique is used only when the specific information has to be collected.
 The big projects and large survey cannot be done using mere interview technique.
 The results in survey questionnaire might not always be reliable.
 Also in the survey questionnaire the data gets manipulated.
Learning outcomes
The learning derived from the above content is based on training needs analysis i.e.
organization, functional and individual analysis. The organizational training is important so
that the development and acceptance of dynamism take place appropriately by the employees
and they become adaptable to the external changes. From the functional training, the fitness
and health consciousness has been focussed along with the knowledge, skills, and abilities
that the person possesses. The employee’s activities are always monitored and so that
discrepancies could be market and corrective actions are immediately taken. Finally, the
individual analysis has been learned that specifies the improvisation of individual activities
and hidden talent is groomed up by monitoring the activities of each person. This method is
time-consuming and cost effective but the result of such training is better than anything else.
5

Training needs analysis
Conclusion
Hence, from the above report, it could be cultivated that to enter into the new field
like Comfort Transport Pte Ltd the business goal has been designed keeping in view the
challenges that the industry is likely to face and criteria used to define the goal is SMART
technique. After that, the training needs analysis is focussed over where the organizational,
task/functional and individual training needs are elucidated along with the brief discussion
followed by pros and cons of each training needs and implementing the training tact after
analyzing and evaluating the same.
References
Auyong. H. (2016). Coping with technological disruption in the taxi industry. Viewed on 7th
November 2017. http://www.todayonline.com/singapore/coping-technological-
disruption-taxi-industry.
Burdina, M., Hiller, R. S., & Metz, N. E. (2017). Goal attainability and performance:
Evidence from Boston marathon qualifying standards. Journal of Economic
Psychology, 58, 77-88.
Cdgtaxi. (2017). About us. Viewed on 7th November 2017.
<https://www.cdgtaxi.com.sg/aboutus_profile.mvn?cid=6544652>.
Functional fit mag. (2017). Pros and cons of cross fit. Viewed on 7th November 2017.
<http://www.functionalfitmag.com/blog/2011/11/29/crossfit-part-1-pros-and-cons/>.
Halt Jr, G. B., Donch Jr, J. C., Stiles, A. R., & Fesnak, R. (2017). Achieving Success Stage.
In Intellectual Property and Financing Strategies for Technology Startups (pp. 81-
86). Springer International Publishing.
HR survey. (2017). Need analysis: how to determine training needs. Viewed on 7th November
2017. <http://www.hr-survey.com/Determining_Training_Needs.htm>.
Jason, C., & Elpert, L. R. (2017). Goal Setting: Effective Strategies to Plan for a Successful
Career. In Hospital Medicine (pp. 45-53). Springer International Publishing.
6

Training needs analysis
Kumar. A. (2016). Beginner’s series: in-depth training needs analysis at 3 levels-part 3.
Viewed on 7th November 2017.
<http://blog.commlabindia.com/elearning-design/training-need-analysis-at-3-levels>.
Mindtools. (2016). Golden rules of goal setting. Viewed on 7th November 2017.
<https://www.mindtools.com/pages/article/newHTE_90.htm>.
Rowe, D. A., Mazzotti, V. L., Ingram, A., & Lee, S. (2017). Effects of Goal-Setting
Instruction on Academic Engagement for Students At Risk. Career Development and
Transition for Exceptional Individuals, 40(1), 25-35.
7