assignment 5

Running head: TRAINING NEEDS ANALYSIS 2

TRAINING NEEDS ANALYSIS 2

Discriminate Learning Needs

Akita Roberson

ID-5000 v4: Fundamentals of Instructional Design

Northcentral University

April 11, 2021

TRAINING NEEDS ANALYSIS

Daxter international company began as a small company that sold fabrics. It would later experience very incredible growth for three years. In these three years, the business enlarged and went from having 30 workers and one supervisor to employing more than 150 employees and seven supervisors.

These supervisors were promoted from various departments and allowed to portray their leadership skills in supervisory roles. The supervisors were tasked with the responsibility of ensuring that the people working below them produced results. They had the responsibility of making lightning-fast decisions but not just decisions but right decisions.

The owner, however, noted one thing with these newly promoted supervisors. The supervisors were constantly yelling at the employees, and they were forcing them to work towards the set goals and objectives. He also continued to receive many customers' complaints that the overall quality of services provided in the stores was becoming poor daily, which was dangerous to the business.

With the fast growth that this company was experiencing, the owner knew that he would not stop and watch the company suffering because of something that could be solved. The first thing that had to be done was providing training to the seven supervisors on handling the employees and offering quality care to the clients.

In this case, the first thing is to conduct a training needs analysis to ascertain the exact issues that are supposed to be addressed. Need research is fundamental, especially when the actual need is no well known, like in this case scenario. The training analysis should then begin by interviewing the owner to determine the organization's mission statement. During this interview, it will be ascertained if the organization has a mission statement and sets goals and objectives explicitly for the employees to meet. Lack of these fundamental aspects may illustrate internal problems being the major contributing factor to this problem. It is first essential to have a strategy of how the organization will be solving its problems when they occur and in an effective manner.

The problem-solving model fits this case. This is one of the most important models used in identifying many challenges in the workplace. This model is efficient because it ensures consistency as most people understand the approach t to be used (Akther, Tariq, & Islam, 2018). It also helps eliminate bias and preconceptions.

It is from there that a reactive approach will be taken to offer training and education to this group. It is essential to educate them that the management must motivate and inspire them to work towards the organization's goals. An effective leader must be able to lead the employees efficiently. This is especially true because many responsibilities come with being a leader (Bozer & Jones, 2018). A leader must be able to stir trust in the employees, assign duties, and provide directions. When a leader has this skill, it will be easier to develop a corporate vision and effectively meet the concept.

One of the most critical aspects is giving the employees an environment that allows them to showcase their skills and talents. This can be possible for an environment that cheers teamwork and collaboration amongst the various departments in an organization. Similarly, an environment where workers are given priority and their needs are taken care of makes them feel valued. They can work hard towards the company's goals and the company's objectives because they always think they are part and parcel of the company.

Another critical aspect was a communication that seemed to have failed. Communication is a very critical element of the entire business, both internally and externally. It was, therefore, essential to understanding how to communicate effectively within the organization. Instead of separating communication into silos, the communication is supposed to be managed at the system level to ensure that messaging is aligned and consistent.

Organizational communication is tight with organizational effectiveness. This theory states that the flow of information corresponds to the flow of energy. This communication model was intended to develop a mathematical theory of communication (bin Atan et al., 2015).

Therefore, this system explains and develops a hypothesis that revolves around characteristics that arise within complex communication systems that seemingly could arise in any single system within the whole. To maintain relevance and market share today, leaders need to know that they must have the capacity to adapt agilely and collaboratively, internally and externally. In most cases, the leaders' efforts to adapt to this are impeded by siloed behavior and thinking. Because the purpose of the training was to educate the supervisors on how they are supposed to handle the employees, the clients and to improve the overall service delivery, a proactive approach is very critical in helping people develop existing strengths and encouraging them to improve both the value of their input to the business as well as their overall efficiency in their careers.

The primary factor that may influence the identification of learning needs is the owner of the company. For instance, he may want the training to be addressed differently and address different issues that the ones addressed. It is essential to follow the findings of the results thoroughly. In this case, I cannot fall under the executives' pressure suggesting that some of the identified issues are ignored. This will not be professional and may hinder the overall effectiveness of the training project.

References

Akther, S., Tariq, J., & Islam, N. (2018). Effectiveness of Training Need Assessment (TNA) Practices in Private Sector Banks of Bangladesh. International Journal of Modern Trends in Business Research, 1(4), 82-98. Retrieved from: Effectiveness of Training Need Assessment (TNA) Practices in Private Sector Banks of Bangladesh by Shahin Akther, Javed Tariq, Nazrul Islam :: SSRN

bin Atan, J., Raghavan, S., & Mahmood, N. H. N. (2015). Impact of training on employees' job performance: A case study of Malaysian small medium enterprise. Review of Management, 5(1/2), 40. Retrieved from: mdrf.org.in/wp-content/uploads/2016/04/Review-of-Management-Vol.-5-No.-1-2-June-2015.pdf#page=40

Bozer, G., & Jones, R. J. (2018). Understanding the factors that determine workplace coaching effectiveness: A systematic literature review. European Journal of Work and Organizational Psychology, 27(3), 342-361. Retrieved from: Understanding the factors that determine workplace coaching effectiveness: a systematic literature review: European Journal of Work and Organizational Psychology: Vol 27, No 3 (tandfonline.com)