MBA635 Week 6 Assisgnment

Running Head: HRM 635 WEEK 3 DISCUSSION

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HRM 635 WEEK 3 DISCUSSION

TITLE: HRM 635 WEEK 3 DISCUSSION

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A training need analysis is the process that is undertaken by an organization to determine the limitations in employee's skill set to perform their assigned tasks effectively. The task is carried on in a series of sequential steps. The first step involves the determination of the performance standard expected from the employees in their various departments. The first milestone aims to explain the ideal methodology and techniques required for an employee to utilize their competency fully. The second step involves the determination of the current outcome in terms of productivity and efficiency. The second milestone is achieved by analyzing company metrics and performance reports. The third step involves determining the performance gap between the current outcome and the desired outcome (Gould, Kelly, White, & Chidgey, 2004). All three steps are assessed from a combination of personal analysis, task analysis and organizational analysis. To achieve all the steps, training need analysis is performed on three assessment strategies.

The personal assessment is conducted via conservations with employees to get feedback on task sections where additional training is required. Task analysis involves the breaking down of a job into quantifiable segments. By observing an employee's efficiency on each of the measurable sections, the organization management is capable of ascertaining where additional training is required. On the other hand, organizational assessment involves analyzing the overall effectiveness of an organization in accomplishing goals and fulfilling responsibilities. The analysis helps uncover the departments with more incompetence, hence needing training (Reed & Vakola, 2006). However, some organizations don't perform a training needs analysis due to the amount of time required to conduct the exercise, overreliance on data from a previous assessment and the assumption of data from one department is replicated in the other departments.

While conducting a training need analysis, the trainer faces some obstacles. Time constraints can be avoided by early planning, involving all management levels in the process, and analyzing for each department independently for accuracy. Training need analysis is crucial for an organization's success since it gives insight into the required training sessions; thus, bridging the performance gap to maximize profits. The only challenge for conduction a training needs analysis is in its time intensiveness.

References Gould, D., Kelly, D., White, I., & Chidgey, J. (2004). Training needs analysis. A literature review and reappraisal. International Journal of Nursing Studies, 41(5), 471-486. Retrieved March 30, 2021, from https://doi.org/10.1016/j.ijnurstu.2003.12.003 Reed, J., & Vakola, M. (2006). What role can a training needs analysis play in organizational change? Journal of Organizational Change management, 19(3), 393-407. doi:10.1108/09534810610668382 Saks, A. M., & Haccoun, R. R. (2019). Managing Performance through Training and Development. Nelson series in human resources management, pp. 1-28.