bus 680 WEEK 2 REPLIES NEEDED
Required Resources
Text
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
· Chapter 4: Needs Analysis
· Chapter 4: Appendix 4-1
Articles
Binder, C. (2009). What’s so new about The Six Boxes model? (Links to an external site.) [PDF file]. SixBoxes. Retrieved from http://www.sixboxes.com/_customelements/uploadedResources/160039_SixBoxesWhatsSoNew.pdf
Binder, C. (2011). Implementation planning and change management with The Six Boxes approach (Links to an external site.) [PDF file]. SixBoxes. Retrieved from http://www.sixboxes.com/_customelements/uploadedResources/160457_SixBoxesImpPlanWhitePaper.pdf
Binder, C. (2012). Get out of the training box! (Links to an external site.) [PDF file]. SixBoxes. Retrieved from http://www.sixboxes.com/_customelements/uploadedResources/145954_OutoftheTrainingBox.pdf
Wilmoth, F.S., Prigmore, C., & Bray, M. (2002, September). HPT models: An overview of the major models in the field (Links to an external site.) [PDF file]. Performance Improvement, 41(8). Retrieved from http://www.sixboxes.com/_customelements/uploadedResources/HPTModels.pdf
Multimedia
Wallace, G. (2012, May 9). Carl Binder – HPT legacy 2010 (Links to an external site.) [Video file]. Retrieved from https://www.youtube.com/watch?v=JMx9r9XZMeU
Discussion 1 Replies Needed
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Needs Analysis |
Read the following scenario:
A manager says, “We need a training course on time management. We have 30 field representatives coming in for a conference next week and only 20% of them are actually meeting their goals. This is disappointing because they had the training four months ago but still have not met their overall goals in sales and customer service. I want you to give them a half-day training on time management.”
Provide a detailed description of how you would respond to and proceed in this situation. In your post, respond to the following questions:
· What is the purpose of a training needs analysis (TNA)?
· How do you determine when needs analysis should be conducted?
· Is it always necessary to conduct a TNA?
· What methods and tools would you use to help this manager?
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Respond to two other posts regarding items you found to be compelling and enlightening. To help you with your reply, please consider the following questions:
· What did you learn from the posting?
· What additional questions do you have after reading the posting?
· What clarification do you need regarding the posting?
· What differences or similarities do you see between your initial discussion thread and your classmates' postings?
· What are the differences or similarities in the specific methods and tools you would use to help this manager compared to those identified by others?
· Analyze the methods and tools chosen by others. Do you agree or disagree with the choices? Why or why not? Provide examples where possible.
Your reply posts should be a minimum of 150-250 words each.
Reply to Robine Mondesir post
Training Needs Analysis (TNA) The first phase of the ADDIE model that includes the process of data gathering and causal analysis related to a performance gap. The results of an effective TNA identify training needs and nontraining needs related to eliminating the performance gap.
In this situation the manager brings to attention the field representatives lacking the quality, knowledge and performance necessary to fulfill their goals. The manger directly in charge of those representatives has observed the performance status of the employees and realized retraining would be the best solution. If only 20 percent of the representatives are meeting their sales goals, what is missing for the other 80 percent of representatives? Who should have to attend the training course? The struggling 80 percent of representatives or all the representatives? Which method would best ensure that everyone will reach the same level? The purpose of a training needs analysis is to determine what was the reasoning for the performance of the representatives to be less than required or expected of them. It is the process the gathered data to find the gap in performance between the 20 and 80 percent. The focus of the training is finding ways to improve performance. The analysis conducted would gather the information of the talent within the organization to show “that the gap between ideal ability standard with existing capacity structure is training needs content…This analysis method has the advantage of dynamical analysis position requirement, further making the training content which can be satisfied with the realization of enterprise strategic target” (Hu 2011). The training course that will be modeled based on the information from the training needs analysis can accomplish the vision of the manager. A needs analysis will show itself to be necessary when performance requirements, or goals are not meet by induvial in their current role. It would have to be most employees holding the same role showing a trend in poor performance. Conducting a TNA is not always necessary if majority of a department is meeting their destinated goals. In this case to aid the manager I would recommend reevaluating the job design for the position. Consider the current knowledge level of the employees, question why did majority of the representative not attain their goals? Information on performance capability should be collected also. Through observation the necessary data can be collected and evaluated to determine the gap in performance quality.
References:
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
Hu, J . Training Needs Analysis of Talent Intermediary Organization Based on Goldstein Model - A Case Study of a Talent Intermediary Organization. (2011). 2011 International Conference of Information Technology, Computer Engineering and Management Sciences, Information Technology, Computer Engineering and Management Sciences (ICM), 2011 International Conference On, 25. https://doi-org.proxy-library.ashford.edu/10.1109/ICM.2011.42
Reply to Audree Moore post
What is the purpose of a training needs analysis (TNA)?
A training needs analysis is an essential component to an organization being effective in determining the causes of decreased performance rather it was required or expected. According to research, "Training needs analysis is a method that a company goes through in order to determine all the necessary training necessary to complete over a certain period in order to allow their staff to complete their job to its entirety and effectively" (Morrison, 2019).
How do you determine when needs analysis should be conducted?
In order to determine the needs analysis, an organization must first decide on the skills needed by staff in order to do the job successfully and properly. For instance, if the company has several roles it is important to look into every job title separately and consider what is essential in keeping the staff safe and up to standard in making production quota. Secondly, the company has to build a strong team by analyzing where each member stands in order to acquire the necessary training needed to get every member on the same level.
Is it always necessary to conduct a TNA?
I think that it is necessary because it can be beneficial for the success and development of the organization. According to the text, "A TNA will provide a benchmark of the performance levels and KSAs trainees possess prior to training. These benchmarks will let you compare performance before and after training" (Blanchard & Thacker, 2013). This is exceptionally vital for a business to see and develop growth, of course, all businesses have goals and a mission. A large benefit of conducting a TNA is being able to identify gaps and address it before it causes major issues.
What methods and tools would you use to help this manager?
It can be complicated to plan a training schedule without knowing the complete background of the company firsthand. I would recommend surveys by preparing questionnaires amongst employees. The focus would be on certain tasks and needs of production levels. I would motivate the training managers to be very observant during working hours to provide effective information on performing gaps if any. I would tell the manager to utilize employees as number one resources as in interviews and collect feedback.
References
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
Morrison, K. (2019, December 9). What Training Needs Analysis Is And How It Can Benefit Your Organization. Retrieved from https://elearningindustry.com/training-needs-analysis-benefit-organization
Discussion 2 Replies needed
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Levels of Analysis |
Discuss the differences between, and the relationship among, the following levels of analysis: organizational analysis, operational analysis, and person analysis. Do more than provide a basic definition. Generate at least two important questions to ask when conducting each level of analysis. Identify at least two techniques, sources of data, or methods to collect data for each level.
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Respond to two other posts regarding items you found to be compelling and enlightening. To help you with your reply, please consider the following questions:
· What did you learn from the posting?
· What additional questions do you have after reading the posting?
· What clarification do you need regarding the posting?
· What differences or similarities do you see between your initial discussion thread and your classmates' postings?
· How do the questions you have generated for each level of analysis compare to those identified by others?
Your reply posts should be a minimum of 150-250 words each.
Reply to Gregory Shivers post
Organizational Analysis:
According to our text, organizational analysis looks at the atmosphere of the organization and determines the fit or the goals and objectives of the organization and how it will affect overall employee performance (Blanchard & Thacker, 2013). Simone (2014) takes it a step further and discusses that organizational climate is an important aspect of an organizational analysis. Simeone mentions that organizational climate can be defined as “The policies, procedures, practices and behaviors that get rewarded, supported, and expected in a work setting and the meaning for employees” (para. 4). An organizational analysis looks at what the company is doing right, but also areas that need to be addressed.
Questions to be asked:
Two questions that could be asked when conducting an organizational analysis include:
· What are the overall goals and objectives of the organization? Does the company allow everyone in the organization to understand both the objective and goals?
· Could the training of the employees be affected due to potential organizational issues?
Techniques, sources of data, or methods to collect data for the analysis:
Some of the sources of data that can be utilized include looking at employee and customer complaints, and employee turnover rates.
Operational Analysis:
According to the text, the operational analysis is “The examination of specific jobs to determine the requirements, in terms of the task required to be carried out as well as the KSAs that are required to get the job done” (Blanchard & Thacker, 2013, sect. 4.4). During this stage, the KSA’s required for the job are compared with the induvial employees KSA’s. When one finds gaps between the required KSA’s and the individual KSA’s a need for training can arise.
Questions to be asked:
· For the job at hand, what specific tasks, and requirements must be performed by the employee?
· What skills and knowledge are required to perform the task? What are the skills and knowledge the employee already possesses?
Techniques, sources of data, or methods to collect data for the analysis:
Some of the sources of data that can be utilized include interviewing employees, observations on site, and reviewing the actual job description for the task/job being evaluated.
Person Analysis:
Blanchard & Thacker (2013) discuss the person analysis as the examination of employees to see if they possess the required KSA’s to perform the job. During this analysis, the trainer can determine the level of work produced by the employee vs. the level that is expected to see if there is a gap. If so, grounds for training exist.
Questions to be asked:
· Are performance issues being noticed (or on file) for the employee?
· Is the employee following company policies and procedures?
· Is the employee producing at the production rate the company expects?
Techniques, sources of data, or methods to collect data for the analysis:
Cekada (2011) discusses that interviewing and examining the employee is a method that can be utilized to evaluate the skill level of the employee. Most companies also provide annual review of employees which discusses the employee’s productivity. These reviews can also be utilized for data collection in the analysis.
References
Blanchard, P.N. & Thacker, J.W. (2013). Effective training: Systems strategies, and practices (5th ed). Upper Saddle River, NJ. Pearson Education, Inc.
Cekada, T.L. (2011, Dec. 9). Need Training? Conducting an effective needs assessment. Insurance News Net. Https://insurancenewsnet.com/oarticle/need-training-conducting-an-effective- needs- (Links to an external site.)assessment-%5bprofessional-safety-%5d-a-310713#.XsQrm3dFzIU
Simone, S.D. (2014). A conceptual framework for the organizational analysis in healthcare. International Journal of Humanities and Social Sciences, 4(12). 46-52. www.ijhssnet.com/journals/Vol_4_No_ (Links to an external site.) 12_October_2014/6.pdf
Reply to Jarvis Edwards post
Organizational Analysis
“An organization’s strategy, its goals and objectives, and the systems and practices in place…” is analyzed in relation to performance (Blanchard & Thacker, 2013). This analysis focuses on how the goals, objectives, and structures affect the performance of employees.
Questions to ask:
1. Are there opportunities for growth within the organization?
2. What is the organization's mission?
Person Analysis
Person analysis encompasses examining an employee’s KSAs in relation to their job requirements. This is the most directly focused analysis of the three. In this analysis, the trainer is able to determine what is expected from employees against what an employee produces. In this analysis, we are able to determine if the person performing the job has the required KSAs. Like the operational analysis, this information can be collected via an interview.
Questions to ask:
1. What different types of training will employees need?
2. How many years of experience?
Operational Analysis
“The operational analysis is the examination of specific jobs to determine the requirements, in terms of the task required to be carried out as well as the KSAs that are required to get the job done” (Blanchard & Thacker, 2013). In this analysis, the KSA’s required for the specific job is rivaled against the employees KSA’s
Questions to ask:
1. What skills do current employees already have in this job?
2. What skills are required to perform the job?
References:
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.