Hrm 531 Training Plan Reflection
Learning Team “C” Training Plan Reflection
Erica Fox, Brittanie Nye, Gloria Kangarlu
HRM/531
November 14, 2014
John Stocker
LT “C” Training Plan
Needs Assessment
The primary goal of a needs assessment is to identify where the employees need to learn in order to perform their job in the most effective and efficient manner. There are a total of 4 levels of assessment that need to be completed prior to determining what needs training can be beneficial to. These levels are: organization analysis, demographic analysis, operations analysis, and the individual analysis.
The organization analysis helps identify whether or not the training supports the companies goals and direction. It also identifies what training resources are available to …show more content…
The individual analysis data can be collected in many ways. Some of the ways the data can be collected is through diagnostic ratings from peers, managers, and customers, tests, attitude surveys, interviews, and other forms of reports. The most effective way to identify an employee’s training need is through an individual development plan (Cascio, 2013, p. 324). This plan allows the manager and the employee to work together to find out what the training needs are. By including the employee in the decision process they are more likely to harsher on themselves and identifying their weaknesses, and follow through with the coaching plan. If there are many areas that the employees needs to focus on it is best to work on one area at a time. Once the employee has mastered that particular skill feel free to move on to the next area to ensure that the employee is completely trained in each …show more content…
Let them know you care and how they feel about the training. Ask beneficial questions such as: Did you find the training helpful? How would you improve the training? Is there anything you found not important? Ask open ended questions really evaluating the answers. Did you see a common thread? Are their unanimous or majority of who found it helpful?
After all the feedback is compiled it is important to evaluate how this feedback impacts the employee’s ability and their ability to find training useful. Taking feedback and observing the employees activities within the company after training, will show what is needed to change the training program. This also aids in the organization’s future programs or upcoming activities and encourages maximum growth potential among employees. Knowing when to change and implementing change will ensure that the employees training program stays on track and will continue to be an asset within the
Erica Fox, Brittanie Nye, Gloria Kangarlu
HRM/531
November 14, 2014
John Stocker
LT “C” Training Plan
Needs Assessment
The primary goal of a needs assessment is to identify where the employees need to learn in order to perform their job in the most effective and efficient manner. There are a total of 4 levels of assessment that need to be completed prior to determining what needs training can be beneficial to. These levels are: organization analysis, demographic analysis, operations analysis, and the individual analysis.
The organization analysis helps identify whether or not the training supports the companies goals and direction. It also identifies what training resources are available to …show more content…
The individual analysis data can be collected in many ways. Some of the ways the data can be collected is through diagnostic ratings from peers, managers, and customers, tests, attitude surveys, interviews, and other forms of reports. The most effective way to identify an employee’s training need is through an individual development plan (Cascio, 2013, p. 324). This plan allows the manager and the employee to work together to find out what the training needs are. By including the employee in the decision process they are more likely to harsher on themselves and identifying their weaknesses, and follow through with the coaching plan. If there are many areas that the employees needs to focus on it is best to work on one area at a time. Once the employee has mastered that particular skill feel free to move on to the next area to ensure that the employee is completely trained in each …show more content…
Let them know you care and how they feel about the training. Ask beneficial questions such as: Did you find the training helpful? How would you improve the training? Is there anything you found not important? Ask open ended questions really evaluating the answers. Did you see a common thread? Are their unanimous or majority of who found it helpful?
After all the feedback is compiled it is important to evaluate how this feedback impacts the employee’s ability and their ability to find training useful. Taking feedback and observing the employees activities within the company after training, will show what is needed to change the training program. This also aids in the organization’s future programs or upcoming activities and encourages maximum growth potential among employees. Knowing when to change and implementing change will ensure that the employees training program stays on track and will continue to be an asset within the