Denifying Learning Need Among Employees
CONTENTS
INTRODUCTION 1
BACKGROUND OF THE STUDY 2
RESEARCH QUESTIONS 2
DISCUSSION ANALYSIS 5
IMPLICATION & RECOMMENDATION 7 • TIME MANAGEMENT WORKSHOP 8 ✓ PRACTICAL TIME MANAGEMENT + TEAM 8 PRODUCTIVITY SKILLS ✓ WORKSHOP OBJECTIVES 8 ✓ PREWORK 10 ✓ DETAILED OUTLINE 10 ✓ METHODOLOGY 12 ✓ COURSE MATERIALS 12 ✓ ASSUMPTIONS AND EXCLUSIONS 13 ✓ PROGRAM COST 13 ✓ DELIVERY 14 ✓ TRAINING EVALUATION FORM 15
CONCLUSION 16
INTRODUCTION
Identifying training needs may not be at the heart of every organizations priority in present but developing staff during a recession when redundancies have been made ensures consistent performance and management from those left behind. When a person has been made redundant but the job has not, the tasks will need to be shared around those remaining. This may need further training to ensure that: 1) the tasks can be fitted into their day; 2) they are able to perform the extra tasks; and 3) they understand why these tasks have allocated to them.
Where the person and the job have been made redundant, nothing needs to be adapted. Those left behind will need coaching or counseling through the period after a round of large redundancies. Performances issues may arise, absence may increase and some will leave of their own accord.
Enhancing employees’ communication and customer service skills could help maintain customer base in organization. Customer comments are always a source of identifying training needs with comments and suggestions on how service could be improved.
Every organization with an appraisal system in place must ensure that the system is being used effectively and correctly. This is one area that managers can identify training and learning needs among their
INTRODUCTION 1
BACKGROUND OF THE STUDY 2
RESEARCH QUESTIONS 2
DISCUSSION ANALYSIS 5
IMPLICATION & RECOMMENDATION 7 • TIME MANAGEMENT WORKSHOP 8 ✓ PRACTICAL TIME MANAGEMENT + TEAM 8 PRODUCTIVITY SKILLS ✓ WORKSHOP OBJECTIVES 8 ✓ PREWORK 10 ✓ DETAILED OUTLINE 10 ✓ METHODOLOGY 12 ✓ COURSE MATERIALS 12 ✓ ASSUMPTIONS AND EXCLUSIONS 13 ✓ PROGRAM COST 13 ✓ DELIVERY 14 ✓ TRAINING EVALUATION FORM 15
CONCLUSION 16
INTRODUCTION
Identifying training needs may not be at the heart of every organizations priority in present but developing staff during a recession when redundancies have been made ensures consistent performance and management from those left behind. When a person has been made redundant but the job has not, the tasks will need to be shared around those remaining. This may need further training to ensure that: 1) the tasks can be fitted into their day; 2) they are able to perform the extra tasks; and 3) they understand why these tasks have allocated to them.
Where the person and the job have been made redundant, nothing needs to be adapted. Those left behind will need coaching or counseling through the period after a round of large redundancies. Performances issues may arise, absence may increase and some will leave of their own accord.
Enhancing employees’ communication and customer service skills could help maintain customer base in organization. Customer comments are always a source of identifying training needs with comments and suggestions on how service could be improved.
Every organization with an appraisal system in place must ensure that the system is being used effectively and correctly. This is one area that managers can identify training and learning needs among their