HRM 326 UOPX Week 1 Employee Development Training Needs Analysis PLEASE SEE NEEDS ASSESSMENT TEMPLATE AND INSTRUCTIONS ATTACHED. Before training is det

HRM 326 UOPX Week 1 Employee Development Training Needs Analysis PLEASE SEE NEEDS ASSESSMENT TEMPLATE AND INSTRUCTIONS ATTACHED.

Before training is determined or designed, a training needs analysis should be considered to develop a root cause and systemic understanding of the training elements such as what needs to be trained, who needs to be trained, where is the training location, and how the training will be measured. Unless a needs assessment is adequately performed it may be difficult to rationally justify providing training. A needs assessment will enable management to determine if training is the best solution for the performance problem or development need. A needs assessment can be a critical tool for any training department. The learner and the organizational needs will be considered during this process. The objectives will be relevant and the outcomes measurable. The training identified in the needs assessment becomes the basis for a training plan for the organization.

Use the Needs Assessment Template to create a needs assessment for the company.

Cite any sources according to APA formatting guidelines.

Submit your assessment. University of Phoenix Material
Training Needs Analysis
To understand the development needs throughout the business, COMPANY XYZ would like to have a
meeting with you (the training manager) to discuss your department training requirements. In order to
provide some structure to the session, Company XYZ asks that you complete the attached training
analysis form prior to the meeting.
Some other items you might want to include in your meeting are:
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•
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Job Descriptions
Training Goals for the department
Training Goals for the employee’s
Other relevant training data
Your perspective on training development opportunities, along with the data that you provide, will help
Company XYZ better understand your goals and help close/support any competency needs your
department.
Notes:
a) The attached form can be completed by clicking in the box below each question and inserting your text.
DEFINITIONS
Performance Problem – when employees are not meeting the expectations for performance. This can
be caused by a lack of knowledge, skills and abilities, A lack of motivation or desire, a bad attitude or
other issues (poor processes, equipment)
Training objective – what is to be accomplished in training. The expected outcomes and desires when
training is provided.
Three Training Categories
Technical Skills Training – any training that is needed to provide the knowledge, skills and
abilities needed to do the job or task. This is no limited to training in technology.
Business Skills Training – training that helps the employees understand the organization,
products, policies, strategic plan and goals/objectives for the organization.
Human Skills Training – any training that helps build personal or people skills and those that
build good relationships.
Training Budget – the total costs for doing training including instructor costs, materials, facility,
equipment and any other expenses
Return on Investment (ROI) – a comparison of the total cost of doing training (instructor, materials,
facilities, time of work, etc) and the benefits realized (outcomes) from doing the training. The benefits
(savings, improved performance, reduced errors, increased productivity, etc.) to doing training versus the
cost of doing training will show if the ROI will be either positive or negative or neutral.
Legally required training – that training that an organization must do based on a federal, state, local law
or ordinance. It is a violation of a law if the training is not provided.
Delete instructions before submitting the assignment,
Add a title page before submitting.
You are to select an organization and then actually do the needs
analysis.
Training Needs Analysis
Complete the following
1. What is a performance problem in your organization that can be corrected with training?
What are the training objective for the organization?
2. Identify a specific job from the organization. What skills and knowledge are required to
perform the work? (a job responsibility is not the same as a skill or knowledge).
3. Do the employees doing that job have the needed knowledge, skills and abilities? Explain.
4.
Is there under-performance for specific groups of employees?
5. What are three (3) possible causes of under-performance?
6. What training will help bridge the gap between the standards of performance needed and the
actual performance?
7. What specific training is needed in each of the training triad categories below? (see category
definitions above). Identify at least three training courses for each category and be specific.
a.
Technical training (see definition above)
b.
Business skills training (see definition above)
c.
Human skills training See definition above)
8. Identify 2 legally required training courses that must be provided by the organization
and the law that makes the training a legal requirement.
9. What is the budget for the training development/courses needed? Be specific and justify the
dollars allocated. How are dollars for training allocated?
10 What will the return on the investment be for doing training. (see formula above)?

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