DQ 4-1

DQ 4-1

Response 1

When conducting an analysis of the organization and identifying growth one must consider if there is a need for training new employees of current employees.  If training for new employees a simple task analysis needs to be done.  This is performing a study on the job to see what skills are needed.  If the training needs to be for current employees a performance analysis needs to be conducted.  This is to determine if training would help the deficiencies or if there is something else that needs to be done.  The obstacles and barriers faced are that training may not always be the solution to the problem.   It needs to be determined if the problem is a ‘can’t-do’ problem or if it is a ‘won’t-do’ problem.  If it is a ‘can’t-do’ problem the employee may not have the correct tools of resources or training to be able to perform the job.  If it is a ‘won’t-do’ problem employees can perform the task but are just not motivated enough to do the task.  One of the biggest obstacles is that trainers train on problems that training does not fix (Dessler,2016). 

The obstacles and barriers I am having is being a remote employee.  I work from home and do my job which is very independent in my home state of Pennsylvania.  My employer is in the state of Arizona, I am very removed from day to day functions. It is hard to get a pulse of what is happening when I am on campus once a year.  I work with coworkers on a daily basis but it is mostly over the phone communication or email.  I do notice processes and changes that need to happen but it is different when you work remotely. 

The growth that was needed was determined by conducting the needs assessment.  The trainer position was developed due to the new hires coming out of training not completely prepared for the job. My company needs trainers that have experience with the position of University Development Counselors.  There is a disconnect happening because our trainers have all been university counselors and it is not the same type of job.  There is one piece that is similar in both jobs and the company policies are the same.  The position of the assistant manager was developed due to the demands that the managers have.  They need to travel to see every representative and some have 10 or more representatives on their team.  Team members are calling the managers for everything and some days there is not enough hours in the day especially when they are trying to get new team members started. University Development counselors juggle a lot of tasks and they have a hard time getting access into major employers in the area.  There is a serious need for an assistant manager to help develop major accounts within the state and help with training and developing staff.

 

Dessler, G. (2016). Human Resource Management (15th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. ISB-13: 9780134235455