Needs Analysis (Training and Development)

Different observation techniques help to focus the observation so appropriate data is collected and presented in meaningful ways.

It is importance that you of selecting the appropriate method to help reach your purpose. When caring out an observation you should carry out the type of observations to suit desired aim of it.

An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’ individual needs. A needs

By the end of this unit you must know the factors involved in human resource planning, how organisation motivate employees, how organisation gain employees co-operation and understand the importance of managing employee

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

B2) Observations can be used to identify individual needs. Observations are important to be carried out because it identifies if a child is struggling in a certain area for example, they may have problems with numbers like counting, spelling simple words, participating in group activities or trouble socialising. Once the problem is identified then the person observing can the deal with the problem and help the child where they are struggling. This is why it is important to observe each child separately and carefully.

Observational methods involve an investigator viewing users as they work and taking notes on the activity which takes place. Observation may be either direct, where the investigator is actually present during the task, or indirect, where the task is viewed by some other means such as through use of a video camera.

A needs assessment consists of an organizational, person, and tasks analysis. The purpose of the needs assessment is to determine if SCU has a training need. In spite of SCU identifying a potential gap in lender trainer the organization will want to complete an assessment to make an informed decision to allocate money towards training. An organizational analysis will examine SCU strategy goals, objectives, culture, training resources and support. A person analysis identifies the recipients of the training and any potential instructors involved. SCU will receive an in-depth analysis of trainee characteristics and feedback. Also, examining changes to training software to evaluate their effectiveness. A task analysis looks at the job and the requirements necessary to perform. Identifying the knowledge, ability, and conditions required to be execute transfer of

What were the sources of needs assessment (e.g., subject matter expert, intended trainees, managers, etc.)? To what extent were these the most appropriate sources?

According to Lepak & Gowan (2010), needs assessment identifies the gaps that exist between what employees should be doing and what they are actually doing, and it can narrow and fill these gaps based on supporting company’s strategic goals and adding values to the company. In Lepak & Gowan (2010), three analyses should be carried out step by step to locate the gaps among the company’s management structure from top to bottom: (1) organization analysis: determines a company’s progress toward achieving its goals and objectives; (2) task analysis: identifies

Esteem needs include recognition for your work, self-confidence and respect, in addition to challenging tasks, a chance at advancement, and satisfaction of completing the task. Once the proceeding needs have been properly fulfilled, you may next achieve self-actualization. Self-actualization is the final need because it is taking what you have and your skills and further improving through advancement. The needs hierarchy can apply to anyone because these are the needs that power us to forge through a tough week or to show ourselves just how far we can go.

Needs are the basic human requirements; people need food, air, water, clothing, and shelter to survive and also have strong needs for creation (through sexual intercourse), education, and entertainment. Based on the case study some examples of needs use by the JetBlue is good foods and beverage – “open bar for snacks. They are constantly walking around offering it. I never fell

Identify two to three (2-3) training needs through a Training Needs Analysis (TNA) and justify an approach for this training.

Our textbook defines training as “systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (p. 284). Training helps employee develop the skills and knowledge needed to perform their job correctly. In order for organizations to determine what kind of training is needed, organizations must conduct a needs analysis. The needs analysis helps determine the best training for the organization’s needs. There are three types of needs analysis that are typically conducted. These need analysis are: organizational analysis, task analysis, and person analysis.

Need is defined as “the gap between current results and desired results-not gaps in resources, methods, procedures or means.” (Kaufman, 1992) Hence, the management focuses on the organization’s priority, which is the ‘What’ issue. It is important to identify the correct need to prevent wasting resources fixing the wrong needs.