Training and Needs Assessment Essay

A learner may have varying work patterns and therefore find it difficult to attend the assessments at the same time as other candidates due to their work commitments. It is important in these circumstances that the assessor has flexibility in their assessment arrangements and makes the assessment available at varying times and dates. It is important to ensure that the activities are planned and scheduled in advance to ensure that the candidate has advance notice of planned assessment dates and can make arrangements at work to attend or an alternative date could be made available. Assignments could be emailed to candidates instead to allow them to access them outside of normal working hours.

It covers a range of different assessments including competence, knowledge and understanding skills.’ Pg 35.

Training is one of the most important roles at a law enforcement agency. It is never-ending as “concepts, theories, philosophies, practices, procedures, and techniques are constantly changing to meet social needs” (Iannone et al, 2009, p. 60). Without training, even the best officer will turn into one that is not respected by his peers or society. Gone are the days when an officer is sent to the training academy and has no more except for yearly inservice. This can be accomplished with field training after the academy, roll call training, inservice, emailed updates from the training staff, and outside the agency training. It does not always have to be expensive. Most think that the effectiveness of training can’t be measured, but successful training can easily be seen through “higher morale, less job stress with its high economic cost, greater esprit de corps, a lessened need for punitive discipline, greater effectiveness, in crime suppression, increased public support and confidence, fewer errors, better

The assessment should be based on the job related behaviour and not let personal issues cloud the discussion and employees should not be compared against each other. It should be objective and it is important that you do not generalise about

The role play helps the new hire fully appreciate how things may happen in the retail industry. By role playing kinetic learners are able to get up and apply the information that they have been taught. This is good for all retail new hires because they can see what may or may not happen while at work. This type of exposure will help cut down on confusion when a real world problem presents itself. Modeling is great for new hires in the retail industry because they are able to see how a situation should play out if handled properly. By modeling the correct behavior and activities in front of a new hire the organization is able to ensure that the employee was taught the proper way by someone in the field who is an expert at what they do. On the job training is beneficial to any new employee, especially in the retail industry. By shadowing other employees who have more experience and learning along the way is the best way to train. All three learning areas; auditory, visual, and kinetic, are being tapped into. The employee is able to pick up more quickly because it is in the moment. Retail organizations should always include on the job training for their new hires so they can make sure that their employees are trained properly and fully aware of how the company should be running. All of these training methods that I selected are helpful and highly recommended in the retail industry. They each offer a different method of training that is intertwined with another method to

- Either move on to the next part of training or go back and re do the previous assessment.

4. Assess the relevant areas competence-and of missing knowledge, skills, experience, or expertise-in regard to the relevant aspects of the situation.

Also the assessor is to assess the learner’s knowledge and skills in a range of

The needs assessment relates to an individual’s care and personal needs, the assessment centres on the activity for daily living and the

This assessment is evaluated and analyzed by trained professionals so the room for error is very limited. These professionals analyze the job requirements, test results and advise whether the applicant will be an acceptable candidate for the job opening. They will help find the appropriate fit for the job, department, and

Whereby, the department could have tested a sample of technicians to assess their knowledge, abilities, and skills. Also, the department could also have tested the technician’s motivations and incentives. While performing the needs assessment could, the department could have observed the actual work that the technicians did and whether the reading of the memos were done or not.

These are the skills and competencies I have learned through my studies at Walden University. Kaslow, Grus, Campbell, & Fouad, et al. (2009) stated professionalism comes from my respect for those who need help. Integrity can be built with confidence in the therapist. Attitudes are charitable, polite, caring emotions toward others that fuel my motivation toward helping. This concern welfare of others comes from my religious and personal experiences as a child and young adult.

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

An assessment center is “a variety of testing techniques designed to allow candidates [or current employees] to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job” (qtd. in Coleman 3). Typical assessment center techniques include tests, structured interviews, in-basket exercises, leaderless group discussions, role plays, case studies, presentations, and writing samples (Campion 2014). The results of these techniques can be used for multiple human resource functions, including selection, placement, promotion, development, identifying early managerial talent, and managing succession (Gaugler et al. 493, Thornton III and Byham 3, Spychalski et al. 71). In addition, assessment centers can help organizations detect organizational deficiencies, inefficient procedures, and training deficiencies (Hale 18). The versatile nature of assessment centers makes them a beneficial tool for human resource management.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the