Business
A comprehensive training program starts with determining the specific training needs of the employees. The purpose of conducting training needs analysis is primarily to optimize the training resources particularly identifying the type of training, areas for improvement, and learning styles of the employees. In conducting a needs analysis, the first step is to identify which of the employees needs training, in what areas of competency, the skills that require improvement and at what learning level. This process encompasses a performance appraisal, which will be followed by a consultation with the managers and supervisors to look for specific performance measures including improvement goals and benchmarks (Chang et al., 2012). There are several techniques in conducting a TNA. It can be done through a direct observation, focus groups, questionnaires, records and reports study, and consultation of individuals in key positions, and assessments or surveys.
An example of organizations conducting TNA is McDonalds in North America where an extensive analysis of the training requirements for each employee skill set is being used to establish a structured training process that can be implemented as a global standard in fast food service (Molnar, 2003). One of the primary focus of the company in elevating the standards of their employees in food service is to constantly improve its station work routines and protocols. In this regard, the training needs analysis appropriated for that purpose is conducting a work/task analysis, which involves identifying what the employees need to know in order to perform their duties in a designated operational area. From another organization’s perspective, the process involve in identifying the best approach to training design is to develop a task model in which the decision point is determined. The decision point uses information obtained from the performance appraisal, which presents relevant points in creating a structured training.
References
Chang, J., Chiang, T., & Yi, C. (2012). The Systematic Construction and Influential Factors of Training Needs Assessment. International Journal Of Business And Social Science, 3(24), 31-41. Retrieved from http://ijbssnet.com/journals/Vol_3_No_24_Special_Issue_December_2012/4.pdf
Molnar, A. (2003). Mc Donald's Case Study (1st ed.). Charkovska, Czech: Mc Donald's North America. Retrieved from http://onlinelearning.kontis.net/soubory/mcdonalds.pdf
