Free «Training Needs Analysis» Essay Sample
Table of Contents
Training needs analysis is an organized strategy that aims to determine factors hindering attainment of company’s goals. The approach outlines company’s future expectations (Barbazette, 2006). The current paper explores thoroughly training needs analysis through outlining its weaknesses, strengths, advantages, disadvantages, the sources of data, correspondence between the approach and presented model, and the methods of obtaining data for the analysis.
Strengths and Weaknesses of Training Need Analysis
According to Blanchard and Thacker (2013), an effective TNA has strengths beneficial for a company. Through TNA, it is possible to determine whether training can rectify the inappropriate performance. Secondly, TNA restricts training to individuals willing to be trained. Later, they are provided with information on the importance of training. Another strength is that training need analysis identifies the gap between organization’s demand for skills and the available skills. Thus, it enables to determine the skill set matching the firms’ goals.
On the contrary, TNA possesses some weaknesses. For instance, the needs analysis interferes with the background of employees to be trained and their current status in the organization. Normally, candidates for training are either new hires, veteran employees, or the company trainees. Therefore, the new hires have different background as they are not familiar with the company practices.
Using the Fabrics Inc. as an example, the issue on deficiencies of the supervisors could be addressed by taking the initiative to hire the supervisor. The management would have the chance to ascertain their weaknesses and performance levels. In addition, the company should have assessed the supervisors prior their promotion.
Sources of Data used for the Analysis
One of the sources of data used for analysis is observation. The primary goal of observation is to identify strengths that build the employee's performance, and the deficiencies that hinder the workers’ abilities (Barbazette, 2006). Additionally, the use of direct observation provides clear understanding of the jobs to be performed.
The second practical method of obtaining data is an interview. Through interviews, workers and employers meet face-to-face when reviewing their performance. Interviews provide an open communication platform, which facilitates exploration of the employees’ responses through seeking clarification. The approach creates credibility image among the workers by asking of intelligent questions and listening to their replies through interviewing (Moore & Dutton, 2008).
Approach and Presented Model
The approach relates to the model presented in the Blanchard and Thacker (2013). Thus, after the Fabrics Inc. owner reported the deficiencies of the supervisors, the consultant advised him to utilize TNA. The company incorporated the approach by first conducting a needs analysis to identify the weaknesses and strengths of the supervisors. The study involved interviewing and evaluating the supervisors to identify the insufficiency of listening and communication skills.
Advantages and Disadvantages of Assessment Method
A needs assessment involves an organized investigation of workers to evaluate their skills, knowledge, and abilities as relevant to the organization's objectives. The evaluation method achieves the following advantages. A training needs assessment defines the essential skills to enhance job performance. It provides a description of the necessary skills at each level of an organization, ensuring that each functional group is properly equipped. Another advantage of assessment method is that it contributes to the fairness of the organization’s rewarding strategy. Alignment of employees’ skills with the firms approach is vital to safeguard the success after training is terminated. Lastly, training assessment gives a readable report on employees’ skills without necessarily having to provide statistical data (Moore & Dutton, 2008).
Despite its many advantages, assessment method has some disadvantages. For instance, it is prone to information gaps as employees may fail to disclose the information to upholding their self-image. In addition, the staff carrying out assessment may be biased to favor some employees for some personal reasons. Hence, the relevant employees’ performance skills may not be provided.
Surveys focus on specified areas of performance deficiency, as they are administered by the management or by external professionals. The survey consists of a printed questionnaire to fill in anonymously in order to ensure unbiased and honest answers. Then the responses of the survey are aligned with the responsibilities and the needs of the organization. Survey method should be used to monitor the supervisor’s deficiencies. For instance, printed questionnaire should descrobe the employees, and it should contain questions inquiring on the supervisors’ weaknesses. Moreover, the instrument should include their suggestions on how to strengthen the relationship with the supervisors. It offers an advantage by being in a position to compare performance levels of many employees at the same time.
The additional method of evaluation is the customer comment cards that provide adequate information on the company’s deficiency, through indicating the specific areas needing improvement and the reason as to why. The customer comment cards contain questions regarding specified services that have been previously offered to obtain their effectiveness (Moore & Dutton, 2008). In my opinion, Blanchard and Thacker should have utilized customer comment card to identify areas of improvement of the supervisors’ unruly behavior. Thus, they would have highlighted questions such as, what are some of the weaknesses of the supervisors? How are their services? As a result, the authors would have attained the identification of factors prompting the supervisors to treat the employees inappropriately.