2. An auto dealer has hired you to help improve the performance of its sales and service staff. Your first task is to conduct a needs analysis for the organization. Describe what you will do. Then, provide examples of possible training and development activities that could be used to influence the knowledge behavior, and attitudes of the staff.
For an auto dealer I would do a short and long-term training and development needs according to the business strategy, company culture, and expected changes in the external environment of the company. The needs analysis will produce a clear statement of the goals to be achieved by training and development activities. We will also set a need analysis that will assess the company’s current climate for training.
Knowledge objectives are of three types: declarative, procedural, and strategic. Declarative knowledge is the person's store of factual information. Procedural knowledge is the person's understanding about how and when to apply the facts. Strategic knowledge is used for planning, monitoring, and revising goal-directed activity. Skill reflects one's proficiency at specific tasks such as operating a piece of equipment, giving a presentation, or making a business decision. Attitudes are beliefs and/or opinions about objects and events and the positive or negative affect (feelings) associated with them. Attitudes affect motivation levels, which in turn influence a person's behavior.
The various training delivery methods can be divided into cognitive and behavioral approaches. Cognitive methods provide information orally or in written form, demonstrate relationships among concepts, or provide the rules for how to do something. They stimulate learning through their impact on cognitive processes and are associated most closely with changes in knowledge and attitudes.

The behavioral methods allow the trainee to practice