Training Needs Analysis
1.0 OBJECTIVE
Our objective of this report is to highlight the importance of Training Needs Analysis in an organization. The study is based on BKK Co. Pte Ltd, a major trading company in the Asia Pacific Region.
Although there is an existing Human Resource (HR) Department in place, there isn’t much emphasis on the employees’ Training and Development program. Recently there has been an increase in the overall rate of staff turnover, especially noticeable in the Sales & Marketing Executives from the various Operational Departments.
2.0 INTRODUCTION
BKK Co. Pte Ltd has been established since 1970s and is one of the top five trading companies in the Asia Pacific (covering North and South Asia) region. The organization consists of eight major departments namely, Iron & Steel, Foodstuff, General Merchandise, Chemical (Organic & Inorganic), Machinery & Electronics, Information Technology, Finance & Accounting and Human Resource/Administration. Each individual department is headed by a Department General Manager, who in turn reports to the President of the organization. The company staff strength is around 120 employees. The organization basically diversifies its portfolio of business in terms of trading in various products.
2.1 VISION
To be a Leading Global Integrated Solutions Trading Company
2.2 MISSION
Partnering Globally to Generate Progress and Prosperity
2.3 BUSINESS STRATEGY
We aim to enhance and strengthen our business strategy by actively seeking new and innovative ways to create value in every business venture. • Develop Winning Proposition by Interfacing Partners Globally • Diligence in Executing Inventions as Growth Drivers • Deliver Integrated Solutions to Propel Progress
3.0 WHAT IS TRAINING NEEDS ANALYSIS?
Training Needs Analysis (TNA) is the formal process of identifying needs as gaps between current and desired results, placing those needs in priority order based on the cost to meet each need versus the cost of ignoring it, and selecting the
Our objective of this report is to highlight the importance of Training Needs Analysis in an organization. The study is based on BKK Co. Pte Ltd, a major trading company in the Asia Pacific Region.
Although there is an existing Human Resource (HR) Department in place, there isn’t much emphasis on the employees’ Training and Development program. Recently there has been an increase in the overall rate of staff turnover, especially noticeable in the Sales & Marketing Executives from the various Operational Departments.
2.0 INTRODUCTION
BKK Co. Pte Ltd has been established since 1970s and is one of the top five trading companies in the Asia Pacific (covering North and South Asia) region. The organization consists of eight major departments namely, Iron & Steel, Foodstuff, General Merchandise, Chemical (Organic & Inorganic), Machinery & Electronics, Information Technology, Finance & Accounting and Human Resource/Administration. Each individual department is headed by a Department General Manager, who in turn reports to the President of the organization. The company staff strength is around 120 employees. The organization basically diversifies its portfolio of business in terms of trading in various products.
2.1 VISION
To be a Leading Global Integrated Solutions Trading Company
2.2 MISSION
Partnering Globally to Generate Progress and Prosperity
2.3 BUSINESS STRATEGY
We aim to enhance and strengthen our business strategy by actively seeking new and innovative ways to create value in every business venture. • Develop Winning Proposition by Interfacing Partners Globally • Diligence in Executing Inventions as Growth Drivers • Deliver Integrated Solutions to Propel Progress
3.0 WHAT IS TRAINING NEEDS ANALYSIS?
Training Needs Analysis (TNA) is the formal process of identifying needs as gaps between current and desired results, placing those needs in priority order based on the cost to meet each need versus the cost of ignoring it, and selecting the
References: • Gary Kroehnert (1995) “Basic Training for Trainers, A Handbook for New Trainers” 2nd edition, Australia, McGraw-Hill, p13 • David Osborne (1996) “Staff Training and Assessment”, New York, Cengage Learning, p144 • Mike Wills (1998) “Managing the Training Process – Putting the Principles into Practice” 2nd edition, England, Gower, p27 • Geoffrey Moss (2006) “Training Secrets – Helping Adults Learn”, Singapore, Cengage Learning, p28 • Joseph J Famularo (1986) “Handbook of HR Administration” 2nd edition, Texas, McGraw-Hill, pg 199 • http://www.thetrainingworld.com/cgi-bin/library/jump.cgi?ID=12077[pic]