Why Employees Are Not Working As A Team

The value of a needs assessment in an organization is important since they are used for the driving force behind staff member’s job abilities. When a needs assessment is done correctly, it will and can determine who needs trainings and what types of trainings and the length. “The identification of training needs is the first step in a uniform method of instructional design.” (Training needs analysis, 2010) There are costs associated with trainings so offering trainings to employees who do not need it is a waste of time and money to a company.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Organizations are constantly faced with finding solutions to their problems. Often times they demand training to act as a quick fix to their problems; thus, trainers need to make needs assessment an essential part of their instructional design process. Otherwise, according to Zemke (1998), trainers "could very well end up doing a marvelous job of solving the wrong problems". Therefore, the trainer's challenge is to find the problem and to understand it sufficiently so that it can be solved (Rossett, 1987).

A needs assessment is an important part of determining and addressing a current condition by gathering appropriate data and informs the process of developing an effective resolution.

The needs assessment provides solutions to the organizations and how they determine what the framework for the training will include. Then identifying the people in need of the training and what subjects are to be covered during the training.

Training has become an essential part for an organization because it allows employees who have been hired for the first time, existing employees, and a simple update within the organization to become more efficient and successful. The quality of the training allows improving an employee’s morale, fewer accidents, less supervision, opportunities for

Establishing a training course encourage employees to be more accountable and motivated in the organization and evidently helps businesses to remain successful among its competitors. Employee development creates a self-purpose in employees and closes the gaps in knowledge to bring about a positive change in the work environment. Organizations that invest in training give their employees a better sense of loyalty to the company to work harder for the success of the organization. Additionally, due to the investment of training and employee development, employees feel empowered to go even further to get the job

Job training is not only beneficial for increasing productivity, but it can also be a tool that help change people’s behavior and inspire them to know how to perform their job more proficiently and effectively. The key when it comes to training is to identify the issues that can be helped from training, then carry out the correct training to gain better results. Most of the time employees come to a company with academic abilities and not have the skills or knowledge to carry out their duties. When leaders train correctly, it can be a company’s biggest asset. In order for managers make training count, they must organize it directly to the needs of the people and to the organization. Training is not a simple tasks, it requires a substantial amount of money in human capital. But the ending results can be advantages to a company.

Training is one of the most expensive costs that organizations are faced with. There is several delivery methods used to deliver training. This includes: on-the-job coaching, mentoring, web-based, formal training and job shadowing. The use of a variety of delivery methods is important because people have different learning preferences. Training designers need to keep this in mind in order to meet all employees’ preferences. New and current employees all receive training so they are able to be successful at their jobs and work safely.

To determined the need of employee training, the first step is to conduct an analysis as to what type of training that will be needed, to improve the employee’s performance. For example, if the employees need a task analysis such as using a register, it is important to identify how each employee are performing while using the register. Before I provide a task training, I can observe and conduct every transaction’s errors. This will determine the skills and knowledge of the employees while using the register. “Skill test is a test that measures an employees level of some job related skills. Knowledge test is a test that measures the level of an employee’s knowledge about a job related topic.” During my research, I can identify errors from transactions and I can observe the employee’s strength and weaknesses. (Aamodt, 2015, p. 288) Once I finished with my observation and research, the next step is to develop a training program for those employees that is having difficulty with their task performance.

For working group or employees training is most important for special purposes related to business. making into company training that makes gets greater, stronger, more complete employees in the direction of in the long run living goals can also get business started greater complex business pleasure. A more pleased worker is likely to not go longer and be more tendency to produce while on limited stretch of time. Carter writer there are a great number of starting points of connected information about training and development for directors of work to control of business training among workers. These reasons join, increased mixed bag of goods pleasure and morale among workers, workers guiding reason growth. In addition,

Keeping your company operating like a well-oiled machine is not an easy task, especially if your business has a high turnover rates, such as retail. In order to reduce the amount of time it takes to train your new employees to reach their full potenial, you need to develop a training system that is streamed-lined, effective, and efficient and gives your new employees the skills needed to be a good employee without overburdening them with too much information. Finding the balance between too much and too little information is the key to designing the most effective training system for your company.

Given that many organizations view training as a way to gain competitive advantage, and considering the costs associated with training development and implementation, it’s important that trainees learn the necessary knowledge and skills and transfer what they learned to the job successfully.

Therefore, when trainees have problems or questions, supervisor could give a sensible answer and more suggestion to think further. In Pre-training activity, the training topic will be discussed in advance between supervisor and trainees, so there should be sufficient time for trainees to prepare (M. Saks A. and Belcourt M.,2006). Additionally, the supervisor should persuade and encourage their employees by defining them reasonable and practical goals, so they will know which areas they should focus on (M. Saks A. and Belcourt M.,2006). Nevertheless, some activities need the cooperation from organizations to control the system. First, organizations do not have to force trainees to attend every training class but offer them choices and allow them to choose what they are really interested in (Baldwin, Magjuka, & Loher, 1991). Then, emphasis on the training participate “inform them that attendance at training program is mandatory” (M. Saks A. and Belcourt M., 2006, p636).

Needs assessment is: The determination of the required needs of materials, products and services in the required quantity and quality to provide the service.