Strategic Planning, Learning Theory, and Training Needs Analysis

Topics: Psychology, Organization, Training Pages: 5 (1729 words) Published: May 26, 2011
The five phases of the training process model include; Needs Analysis Phase; Design Phase; Development Phase; Implementation Phase, and the Evaluation Phase. The “Needs Analysis Phase” is to determine each employee’s needs and ask “What do we want our employees to get out of the program?” This phase will help identify the difference between comparing the company’s current results to the company’s “expected organizational performances. The performance gap is one way to figure out what is best needed in the training process of the company. Our text states that the “needs analysis phase begins when there is a performance problem within the organization. Examples of this problem might be: lack of quality, customer dissatisfaction, or reduced profits. If the identified problem is related to employee knowledge, skills, or attitudes, then a training need is indicated.” (Blanchard / Thacker, 2010) It is much less costly to have a gap analysis prepared; than to guess at what the needs are before the training objectives begin. The “Design Phase is where the needs of the “training objectives are created along with the factors needed to facilitate learning through content delivery.” This assessment of needs can be linked to the information and then used to “create the new curriculum of the program objectives. These provide specific direction for what will be trained and how.” The phase of design should allow us to begin to think about our “operational considerations to the program.” We may ask ourselves how the delivery of the program is going to “influence the business operations” in the foreseeable future. (Blanchard / Thacker, 2010) The Development Phase is described as the “process of formulating an instructional strategy to meet a set of training objectives as well as obtaining or creating all the things that are needed to implement the training program.” In this stage the materials used can be movies, games, visual aids, etc. The trainer needs to be sure they keep the trainees fully engaged with activities to ensure the knowledge is retained. With updated materials and “revamping of statistical data” the trainee’s should be able to stay focused and interested in the program. (Blanchard / Thacker, 2010) In the Implementation Phase, “all the aspects of the training program come together,” and the training actually takes place. Some important things to keep in mind are what practices will be discussed; potential leadership skills; addressing classroom rules and class expectations required, and have on hand, a feedback form for the trainee’s to fill out at the end of the program. The Evaluation Phase consists of two types of evaluations. First, “the process evaluation determines how well a particular process achieved its objectives.” Like, “did the trainer follow the exact training process suggested?” Second, is the outcome evaluation, which is conducted at the end of the training to determine the effects of training on the trainee, the job, and the organization?” Furthermore, “if the outputs of the program were less than expected, then changes to the program may be necessary. Companies should establish a systematic evaluation process to enhance the effectiveness of the training.” The company really needs to determine, through the evaluation phase; whether the training enhanced employee’s performance or the company’s performance as expected. (Blanchard / Thacker, 2010) The end results focus on “both the evaluation process combined with the training unit and has a complete picture of the training from needs analysis to training techniques. It furnishes information about the trainer, and measures learner’s outcomes through reaction, learning, behavior, and results.” (Blanchard / Thacker, 2010) Identify three factors that might inhibit HRD managers from developing a strategic planning approach to training. Recommend how these three factors might be overcome. Some factors that may inhibit a HRD...
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