Training Needs
This topic has a range of tools that used to analyze training needs. Training depends on the subject that helps in identifying that which is required by an individual, department and an organization in general. With minimized budget and the need for solutions that prove to be cost-effective, every organization is responsible for ensuring that the invested resources in training are directed to areas where training is needed, and a more profitable return on the investment is guaranteed. Analyzing what training requires is an important approach for effectiveness in any training programs or events (Noe, 2002). The topic calls for a systematic planning, analysis, and coordination within the organization. For those priorities to be taken into account, that effort duplication is avoided, and scale economy is attained. Reading and learning involved in an ongoing process is crucial instead of relying upon a subjective evaluation. Ideally, managers in the topic are supposed to receive training in the training needs analysis itself. This helps them identify the objectives of the training process and determine the approach to use to achieve the goals. The aim of the subject training needs is to ensure existing problems are addressed to deliver effectively in a cost-efficient way. Thus, the topic training requirements are based on strategy, task and personal analysis is an easy topic
Impact of Business Strategy
The business strategy topic focuses on primary impacts, the amount and type of training that takes place, and whether resources such as program development and trainers,’ should be devoted to training. In my opinion, any organization should have a strategy that clearly stipulates the level of training needed. This makes it effective and contributes to an organization’s success when it goes hand in hand with the business strategy. The reason this topic proved difficult is because when training and development programs are designed and implemented in isolation of an organization’s strategy, they are not likely to be effective in helping an organization achieve its goals. However, business strategy, on the contrary, has specific impacts on identifying the amount of training devoted to both future and current skills for work. The topic Business Strategy helps determine whether training is planned and administered systematically. It is only provided when issues that need attention occur or are spontaneously developed as a reaction to their competitors. It does also enable the reader to understand the importance of training in comparison to other human resource management practices, for example, compensation, and selection. Therefore, the topic was a little challenging but still quite educative.
Small and Large Businesses
The topic identifying the difference in how small and large businesses implement their training models are different from the other two topics. In this case, the main components involved in the training processes with same characteristics as the business strategy are given a higher consideration. Some of the issues raised in the topic may concern small departments that form the larger corporation. The differences that exist between a small facility and any small plant are healthy and safety processes defined at the corporate level. The small facility may seek corporate guidance in their training procedures from the corporate plant to ensure success in their training procedure. With a religious but practical measurement approach, one can build not only the business case upfront but also assess the same business case after training. A good evaluation of the topic proposed showed a definite cause and effect connecting two different organizations. For businesses, the best thing to do is testing the strength of the linkages and calculating the amount of impact at each level. In my opinion, the topic was not as challenging as the previous.
Reference
Noe, R. A. (2002). Employee training and development. Boston, MA: McGraw-Hill/Irwin.
