...Training Needs Assessment Inspector General Team The Headquarters AMC Inspector General has a team of 83 inspectors who go from base to base performing inspections to give the AMC Commander an idea of each wings compliance and readiness. The team performs many types of inspections; however, the two largest inspections are the Operational Readiness Inspection (ORI) and the Compliance Inspection (CI). During an ORI, airmen undergo evaluations that measure the ability of their unit to perform in wartime and during a contingency or a force sustainment mission while at any deployed location. During a CI the IG assess the wing's adherence with by-law requirements, Executive Orders, DOD Directives, and Air Force and MAJCOM instructions. The team is already fully operational however, because the majority of personnel only remain on the team for 2 to 3 years, keeping trained and certified inspectors is a priority. Recently, Headquarters Air Force has established new guidance requiring each MAJCOM IG to establish a training and certification program for all their inspectors. Identifying the needs of Headquarters AMC will consist of organization, person, and task analysis. The methods used to collect data will be focus groups, interviews, documentation, and observation. Because the team is already fully operational and budget cuts are affecting all government agencies, training needs should emphasize a concentration strategy focused on development of the existing workforce, skill,...
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...Training Needs Assessment for Chicago Transit Authority By Tammi Adams Table of Contents Executive Summary___________________________________________________ 3 Background of CTA___________________________________________________ 4 Needs Assessment Design, Implementation and Analysis_____________________5 Recommended Training Strategy and Design______________________________6 Cost/Benefit Analysis__________________________________________________ 8 Training Evaluation Plan_______________________________________________9 References___________________________________________________________10 Executive Summary We here at CTA are committed to providing quality and safe service to our customers which is why we are committed in making sure that all qualified individuals are trained to the highest standard. This training needs assessment is focused on the bus operators of the CTA since they are the public face of the agency. Before any training can begin individuals have to go through series of test to see if a individual is qualified. Once a person is qualified and hired they will start a 4 week training class with qualified CTA instructors. This 4 week training class will consist of classroom work and on- the- road techniques. Once the training has ended the trainee will take a 100 question exam to see how much they have learned though out the training course. In order to the successfully pass the training course the trainee will have to pass at least...
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...Cashier Training Needs Assessment Food City Beverly Moreno Park University HR421 Corporate Training & Development Taylor, Debbie G. Cashier Training Needs Assessment Food City Food City is a fast and up and coming competitor in the retail grocery business. Established in 2009, the company’s commitment is to provide excellent customer service while providing low cost to the community. Food city wants to offer their employees the support that is needed to encourage growth, skills, knowledge, and higher performance. Food city wants to stand above the competition to obtain our business objectives by providing training support to all employees. It is the observation of the company that cashiers are the ones most likely to be in direct contact with the customers. This opens the door to communicate and perform exceptional customer service. An immediate area of focus is on the front-line implementing the opportunity to increase customer service, carry out correct codes and procedures, listening and understanding information while using appropriate vocabulary, language and tone. Since customers are our number one priority, development of curriculum is in direct response to increasing demand in the operation for training materials that will target specific application of work related skills. Corporate office has asked for input to create a training program designed for continued, up-to-date materials given the company’s business strategy for resources...
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...Chick-Fil-A Training and Development Thomas Hunter Clifton Norton Matthew Todd Keller Graduate School of Management Chick-Fil-A Training Needs Assessment And Recommendations Chick-Fil-A opened its first store in Atlanta, Georgia in 1967. It has continued to grow at a steady pace and now has over 1,700 locations across the United States. The popular restaurant has recorded 45 consecutive years of positive sales growth and, “System-wide sales in 2012 reached 4.6 billion.” (Company Fact Sheet, 2014). Chick-Fil-A is still a private, family owned company that offers franchise opportunities to well qualified entrepreneurs. Their growth model is deliberately slow, building on a firm foundation of conservative business practices. The success is attributed in part from the founder’s firm decision to close its doors every Sunday. The idea is that “…all franchised Chick-fil-A Operators and their Restaurant employees should have an opportunity to rest, spend time with family and friends, and worship if they choose to do so.” (Why We’re Closed on Sundays, 2014). The focus for this project is on the Chick-Fil-A store located at 7990 North Academy Blvd, Colorado Springs, CO. This location is used for many of the pilot programs that test the suitability of new procedures and equipment before chain-wide implementation. During an interview with the Director of Training, Brad Beck said about his training philosophy, “99 percent of a successful training program is fitting...
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...Gung Ho Training in Organization Need Assessment, Development, and Evaluation Peer Shmelzer-Moratin MGMT 3441 HPU Term 2 2012 Gung Ho is a 1986 Ron Howard comedy film, released by Paramount Pictures, and starring Michael Keaton and Gedde Watanabe. The film's story portrayed the takeover of an American car plant by a Japanese corporation. While it might seem like just another fun movie to watch on a Friday night, it is actually a great movie with great lesson to teach to those who underestimate the power of training. Training is defined as the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (Goldstein 1). The above movie is great example of how training can lead to much better results and performance. Irwin Goldstein, a leader in the training field, teams up with Kevin Ford and wrote "Training in Organization” to provide readers with a framework for examining and establishing viable training programs in education, business, and government. Capturing the excitement of training research and systems issues, the author discusses training as it occurs in real organizations. In their book they present different types of training programs and their effectiveness, ways in which training needs to be assessed and evaluated. With today’s technology the concern for utilizing training systems and developing new ones increase. Trainers are struggling with how to work with teams. The movie Gung Ho presents...
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...The Needs Assessment of Training and Development in Africa In most of Africa, training is incorrectly used as a solution to performance problems and trainees are sent to training programs without basic or require skills and may sometime have not the confidence to learn. Before training issues are considered, a careful needs assessment analysis is required to develop a systematic understanding of where training is needed, what needs to be taught or trained, and who will be trained. Unless such a needs assessment has been adequately performed it may be difficult to rationally justify providing training and training programs may have the wrong content, objectives, or methods. The needs assessment of training and development in Africa are different from one region to the other. Accurate needs assessment can help develop a program or course based on the real needs of the people that it is serving. As time is often limited in training programs, courses which takes learners’ needs into account can ensure that what is most useful for learners is covered. The needs assessment prior to training and development is paramount in places like Africa since elements such as deficiencies or gap in employees skills and knowledge, mistakes made on the job, feeling incompetent, and even measuring the success of a job are all needs assessment. Apprenticeship and mentoring are common methods of training in Africa. Most individuals are trained on the job through mentoring. Needs assessment therefore...
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...Research Project Critical Issues of Training Needs Analysis in Small Organizations BUS 680 Training and Development Dr. Gertrude I Hewapathirana Introduction of the topic Training sessions can be tailored to see the needs of small business as well as large corporations. Trainings should provide content seen to be relevant to improving the operation of the business. Effective training sessions more clearly allow management to perceive the potential benefits of training and even have them more inclined to participate in training. “If the training methods are structured to fit the learning styles and approaches preferred by small business managers we would expect a higher level of learning and greater satisfaction with the learning process to occur,” (Jeffery, Hide &Legg, 2010). Companies today are no longer conducting training needs analysis (TNA). They are no longer discussing the benefits of TNA. It appears in today’s society, “the world move so fast that people don't really ask the TNA questions anymore - they just jump to an answer....?” (Martin, ed.) Not conducting TNA has presented itself as a critical issue of training needs analysis for small organizations. Abstract As long as the company is growing, an organizations training needs are never ending. Critical issues of training needs analysis are often more apparent within smaller organizations. A training needs analysis (TNA) is one of the first steps...
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...MANAGEMENT. Instructor: DR. MTEY Name: ALLY MIRROW Mobile: 0717/0756-782834 QUESTION TWO (a) What contribution does training and development provide in the effort to improve performance? (b) Why should managers prefer administering a training needs assessment before embarking on training as a solution to performance problems? TABLE OF CONTENT 1.0 Introduction 1.1 Concept of Training and Development 2.0 Contribution of Training and Development 2.1 It helps to increase productivity of the employees 2.2 It helps in increasing the job knowledge and skills of employees at each level 2.3 It helps in inculcating the sense of team work, team spirit, and inter-team collaborations. 2.4 It leads to improved profitability and more positive attitudes towards profit orientation. 2.5 It helps in increasing job satisfaction. 2.6 It helps to greater productivity and quality. 2.7 It helps in improving the morale of the work force 2.8 Lead to the less scrap or spoiled work and less accident. 3.0 Concept of training need assessment 4.0 Why prefer Training need assessment? 4.1 It helps to identify the gap between employees and job requirement 4.2 It enables to find out which employees and group will need training. 4.3 It helps to understand the requirement of the training (Present or future) 4.4 It helps to assess the cost and benefit of the training. 4.5 It helps to pinpoint where and how relevant information will be collected 4.6 It helps to identify who will be responsible...
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...TRAINING NEEDS ASSESSMENT By Janice A. Miller, SPHR and Diana M. Osinski, SPHR February 1996 Reviewed July 2002 Introduction The training needs assessment is a critical activity for the training and development function. Whether you are a human resource generalist or a specialist, you should be adept at performing a training needs assessment. This paper will begin with an overview of the training and development function and how the needs assessment fits into this process, followed by an in-depth look at the core concepts and steps involved in conducting a training needs assessment. Background Designing a training and development program involves a sequence of steps that can be grouped into five phases: needs assessment, instructional objectives, design, implementation and evaluation. To be effective and efficient, all training programs must start with a needs assessment. Long before any actual training occurs, the training manager must determine the who, what, when, where, why and how of training. To do this, the training manager must analyze as much information as possible about the following: • • • • Organization and its goals and objectives. Jobs and related tasks that need to be learned. Competencies and skills that are need to perform the job. Individuals who are to be trained. Overview of Training and Development The first step in designing a training and development program is to conduct a needs assessment. The assessment begins with a "need" which can...
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...HRM/326 Employee Development Training is an important aspect of all organizations. Although an individual brings to the organization a specific set of skills and knowledge, it is important that these individuals be consistently developed to ensure growth of the employee and the organization. A method to ensure that training programs are successful and are meeting objectives is to conduct assessments. Assessments can help managers and the organization better understand their employees and who can be developed. In addition, it is a way to find out who cannot be developed and may no longer fit with the organization. Importance of Assessments Assessments are important to employee development because they measure the employees’ job performance. There are assessments that can measure production-oriented work and there are assessments that will allow an employer to know how well an employee is performing and the quality of work they are turning out. The assessment will also let you determine whether or not the employee obtains the skills needed to perform the job. The assessment will help the company identify the strengths and weaknesses of their workforce individually and as a team. The training and development needs can also be identified through the implementation of employee assessment. “Development helps build upon employee aptitude and current performance” (Mayhew, 2013, ). Through the use of assessments you can determine which of the current development programs...
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...Defining Needs Assessment By: Thomas Ferguson Argosy University Training and Development MGT430 Instructor Martin Dibello November 26, 2014 Defining Needs Assessment By: Thomas Ferguson In my own words and interpretation is that “needs assessment” is based on the following: * Assessment of the employee training program * Assessment of current knowledge of company policy, expectations, goals etc. * Assessment of current ability of current employees; meaning they have to know sales, financial status, customer service and customer knowledge, as well as trends in the local market, etc. * Financial understanding of current training programs and progress of current employees as well as past employees. * Ensuring that management is understanding of their programs as well as success and trouble areas. * Ensuring that management is up to changes where needed and support when things do change with intentions of progress. * Interview employees as well as management to see where the moral is and determine what direction would be best for the company...
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... 1.1Background of the Study/ Introduction: Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. A training analysis is conducted ultimately to identify what areas of knowledge or behaviors that training needs to accomplish with learners. The analysis considers what results the organization needs from the learner, what knowledge and skills the learner presently has and usually concludes with identifying what knowledge and skills the learner must gain. Usually this phase also includes identifying when training should occur and who should attend as learners. Ideally, criteria are established for the final evaluation of training to conclude if training goals were met or not. Depending on the resources and needs of the organization, a training analysis can range from a very detailed inventory of skills to a general review of performance results. The more complete the training analysis, the more likely that the employee's training will ultimately contribute results to the organization. This report is a Project Report prepared as a requirement for the conclusion of the MBA Program. As per requirement of MBA program of Metropolitan...
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...Needs Assessment **INTRODUCTION * Need assessment refers to the process used to determine whether training is necessary. * Subsequent steps in the process include : * Ensuring that employees have the motivation and basic skills necessary to learn. * Creating a positive learning environment. * Making sure that trainees use learned skills on the job. * Choosing the training method and whether training has achieved the desired outcomes. * Need assessment typically involves : * Organizational analysis * Person analysis * Task analysis * Why is needs assessment necessary? * Training may be incorrectly used as a solution to a performance problem. * Training programs may have the wrong content, objectives, or methods. * Trainees may be sent to training programs for which they do not have the basic skills, prerequisite skills, or confidence needs to learn. * Training will not deliver the expected learning, behavior change, or financial results that the company expects. * Money will be spent on training programs that are unnecessary because they are unrelated to the company’s business strategy. * Who should participate in needs assessment? Subject matter experts (SMEs) are employees, academics, managers, technical experts, trainers, and even customers or suppliers who are knowledgeable in regard to: * Training issues including tasks to be performed. * Knowledge, skills, and abilities required for...
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...SAVE Training Individualised Learning Plan: Pema Gyaltshen Course TAE40110 Certificate IV in Training and Assessment Readiness Checklist Enrolment Date 05/05/2015 Access to Website Any Questions Answered Graduation Goal 11/08/2015 Word Processor Time Commitment 20 hours per week Tutor RPL notes Barriers / Strategy Practice Environment Training opportunities within an RTO (Training Diploma of Management) Pema is an experienced senior High School Teacher and Assistant Principal. About Recently Pema has been given the opportunity to train and assess in the Diploma of Management within a WA-based RTO. Individualised Learning Plan: TAE40110 SAVE Training Introduction This document is used to plan a learning and assessment pathway that best suits you. The duedates and structure set out in this plan have been tailored to ft your current circumstances. We can review and change this plan at any time if for some reason it's not working out or there has been a major change in your situation. Please contact us if this is the case. Our aim is to help you get qualifed sooner than your maximum enrolment period, this will create a bufer of extra time in case you need it. If you feel you are not going to meet a deadline set out in this plan it is important to contact us so we can review it for you. Don't avoid us if you miss a deadline – it's not the end of the world and we'll help you get back on track. Just because we suggest you...
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...Needs Assessment HRM326 June 16, 2014 Needs Assessment Training is an important part for a company and/or an organization. The importance of education is not just with new workers but with managers and supervisors also. Upper management training is just as important for workplace productivity, safety, and satisfaction. Some of the skills that can be improved upper management within a company or organization can be manager communication, employee recognition, and employee motivation. The company or organization must understand that it is not just about conducting training but making sure the training is effective and it works. If the training is not effective and it does not work, then the company or organization needs to make an assessment at the different levels. After the completion of the assessment, the company or organization needs to conduct the proper training. Below are the assessments for Wal-Mart. Needs Assessment for an Organization When a company or organization is not on pace to achieve their goals, (being that of short, medium, or long term) they must take a closer look at the type of training they are conducting. The company or organization should conduct a needs assessment on the company or organization as a whole. Since Wal-Mart is not on pace to achieve their goals, we will discuss the needs assessment process that will be used. According to "Needs = Gaps In Results", Needs Assessments are used to identify strategic priorities, define...
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