Interpersonal Skills or Presentation Skills
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NeedsAssessmentPresentation.pptxNEEDS ASSESSMENT SURVEY SHELL COMPANY
RISCHONDA FORSYTHE
A need assessment survey was conducted in which 20 participants were included in the survey. 13 participants fully completed the analysis questionnaires while 7 did not complete the survey. The participants were random employees in different departments in the organization. The information provided by the participants was greatly useful in determining training needs of the organizations. The survey took approximately 24 hours after which the questionnaires were handed back to the human resource manager.
1
How many people were invited to participate in the needs assessment? How many people responded to the needs assessment? What percentage responded?
20 PEOPLE WERE INVITED
13 PEOPLE RESPONDED
65 PERCENT
20 participants were invited to participate in the needs assessment. However, only 13 of them responded to the e-mail and undertook the survey. This number represented 65% of the entire population that was invited to participate.
2
Who is the training audience?
SALES AND MARKETING
HUMAN RESOURCES
ADMINISTRATION
FINANCES
INFORMATION TECHNOLOGY
The training audience of the organization includes departmental managers, and random employees from each department. Those departments include sales, administration, finance, human recourses and technology.
3
YEARS IN ORGANIZATION
The data shows the years employees have been with this organization. At least 3 participates have been with the company over 10 years. The rest was only within a few years. I was hoping to have a little more long term employees participate but the data was consistent.
4
What training needs have you identified?
FINACIAL REPORTING
PROJECT MANAGEMENT
ACCOUNTING
COACHING
From the information that was generated from the survey, it was identified that the organization needed to undertake several training needs. Among these training needs were financial reporting skills, coaching, project management skills, and accounting. These training needs will be taken in consideration and provided as soon as possible.
5
CRUCIAL DEVELOPMENT AND TRAINING NEEDS
TRAINING PREFERENCES
The majority of employees will benefit more training face to face. A low percentage will rather have online training. This data proves that this a big concern in most work places because a lot of trainings are online, from experience many people work ethics are better when trained face to face.
7
EFFECTIVE TRAINING
From the data it proves that shell company is providing effective training for employees. When a company is doing thing effectively for employees it helps build a strong team. The best thing to do is see what you can offer to those who don’t think effective training is provided. The key to building strong employees is to always reach out to see what can be done to help provide better training. Although it is a small percentage every employee count.
8
What one training will you focus on developing for the remainder of this project? Why did you select this training need over the others?
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During this project, the training I will focus on helping employees develop is Interpersonal skills. This training need is crucial above others since many employees complained of having less training on Interpersonal Skills. It was also identified that many employees lack communication with others which could cause problems that may arise in the organization. Strong interpersonal skills are the key indicator to success in a work environment. How can you effectively solve problems without having a strong interpersonal skill. I chose this skill over the other skills because this skill can help enhance the others skills.
9
KNOWLEDGE AND SKILLS
The scale shows that a lot of employees ranks really high in each section. This signs of valuable employees. Each skill is really important in any organization. This data shows how well this company have trained their employees.
Communication
Written communication skills
Spoken communication skills
Interpersonal Skills
Addressing issues in a timely fashion
Understanding and respecting the opinions of others
Problem Solving Skills
Risk identification and assessment
Ability to develop innovative solutions to address problems
Business Skills
Understanding the objectives and goals of the business
10
If you could implement any type of needs assessment instrument(s), not just a survey, within the organization which techniques from our textbook would you utilize? Explain your rationale. If you would only use a survey explain why.
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There are various techniques that can be implemented in a needs assessment survey. One major technique is interviews. This approach is beneficial as it will provide an opportunity for the interviewer to have a face to face discussion with the respondents. The interviewer will gain first hand information, determine the emotions, complexity and intensity of feelings of respondents towards particular subjects, and also allows the respondents to seek clarifications where they do not understand.
11
CONSTRUCTIVE FEEDBACK
The percentage for constructive feed back is awesome, this will help your employee perform better which will contribute to a positive outcome. It encourage employees when they feel leaders are supporting them. Making every employee feel valued is a great leader.
12
ORGANIZATION GROWTH
Most organizations offer growth which motivate employees more, work hard for a possibility of a better position. When organizations give employees no room to grow they usually do not stay with an organization long. Many turnovers rates can hurt a organization considering it cost money every time you hire a new employee. Its not to easy for small organizations to offer growth but showing appreciation like bonus and raises can also help keep employees longer. This data shows that shell organization offer growth, 76.9 percent said yes and 23.1 percent said maybe. The fact that the 23 percent can see a potential growth is a good thing.
13
What advice as an independent training consultant would you give to Ryan regarding the non-training issues?
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As a training consultant, I would advise Ryan to address the issue of low morale by helping the individual identify the cause of the problem and coming up with a solution that will lead to a positive difference. He should also solve infighting by resolving the issues between the conflicting parties or replacing one or both of them with new employees. Ryan should also aim at solving the issues with inadequate resources in the organization.
14
REFERENCE
Angela Wilson (2020). Training versus performance: It isn’t always a training issue. Training Industry. https://trainingindustry.com/magazine/issue/training-versus-performance-it-isnt-always-a-training-issue/
Tom LaForce (May 29, 2016). 5 problems training won’t solve. https://laforceteamwork.com/5-problems-training-wont-solve/
