The Training Need Analysis Concept - Assignment Example

Introduction Human Resource is major challenge for the corporate and multi-national companies. The employee motivational level has surged, and many factors inclusive of financial and non-financial perks are the opportunities expected by the employees. The expectations of the employees are on rise, so are the challenges for the human resource officers and employers. The selection and recruitment is not the end of efforts invested by the employer, rather it is post-recruitment phase when the reality is emerged. What is the reality? The employees hired were in actually hired based upon their performance and potential, but the real contribution of the employee can be only judged after the employee undergoes Training Need Analysis. The concept of Training Need Analysis has been applied successfully in several corporate companies to depict the learning curve of the employee, and estimate their potential towards the company. This analysis incorporates the skill specific to the requirement of the company only. Prior to recruitment, the hiring is based upon the credibility, achievements and merit of the employee irrespective of its relevance to the actual nature of the job. It is after the recruitment when the employees are evaluated against the requirement of the system, and rather their training plan is developed to improve their understanding and knowledge relevant to the actual need of the employer. The question can be raised that what is the point in the recruitment of the individuals who actually have no relevant knowledge and experience; the answer is that the academic institutions have failed to discuss the actual corporate related issues and in some cases the core industrial and corporate related practices are ignored, therefore the training of the job-seekers continue even after the recruitment. Under post-recruitment phase, the justification provided in the favour of the Training Need Analysis system is that this strategy has been able to align the expectations of the employers with the performance of the employees. The Training Need Analysis is the concept of accountability under which the employees are evaluated on periodic basis to confirm their coherence with the values and working culture of the employer. The development of the company is based upon the talent and ability of the employee, and the concept of Training Need Analysis is the key to enhance productivity of the company. The employees are considered as most important asset by the companies, and the Training Need Analysis is the approach through which companies can inspect and verify the potential of their resources. Discussion – My Opinion The Training Need Analysis concept is an audit program through which employer cannot just evaluate but calculate the technical and managerial skills of the employee. I consider this analysis to be quantitative analysis through which the influence and contribution of the employee can be well monitored. The grey areas relevant to the skills of the employee are identified through this approach, and the shortcomings are treated accordingly. The focus of this analysis is limited to the professional skills of the employees. I understand that Training Need Analysis can bridge the gulf between the employer and employee; the expectations of the employer are listed in the skill analysis module. The employees are then regularly monitored against this module, and each skill of the employee is evaluated on scale. I have reviewed the Training Need Analysis module of several corporate organizations, and after reviewing these modules I have been able to comprehend that the evaluation of skills is broad terminology which includes managerial skills, technical skills, professional skills and personal skills. These skills are further classified into units, and the respective skills of the employees are evaluated against random scale. This analysis module also includes the accomplishment of the employees, and the training sessions attended by the employees. This training module also comes with separate section in which the employer list downs the recommended training courses for the employees; this includes professional and managerial courses. The training module shall be essentially revised and reviewed on periodic basis. The skills of the employee are considered proportional with the development of the company; therefore the employers are serious towards its compliance (Gilly, 2003). I consider the Training Need Analysis program is subjective approach. The Human Resource has proposed several approaches for the evaluation of the employees. Under first approach, the potential and performance of the employees are recorded. The employers directly discuss the professional and managerial attributes with the employees, and through training analysis the skills of the employees are identified. After specific period, the skill analysis of the employee is revised, and based upon its accomplishment the appraisal of the employee is finalised. Under Employee Performance Appraisal system, the Performance Development Plan of the employee is developed after review the training skills through Training Need Analysis. The focus on such development plan is limited to the interest of the employers based upon the professional aptitude of the employee; this plan further includes the "strategies and plans of the organization, the goals and objective of the employee, the performance evaluation, the job description and its compliance, feedback-form - the review from other senior managers, and career aspiration and motivation of the employee". The intent of such approach is to "document the area that requires improvement, the actual development activity, resource requirements, expected outcomes and an agreed time frame in which the development outcome will be achieved". At the end of the period, the employee is accountable for his accomplishment, and factors including external influence, personal bias and favours are ruled-out. The performance of the employee is solely judged upon the accomplishment of tasks which are actually decided upon after employee's consent (Hampton, 1987). As per the deontological theory, “the company should adhere by their ethical obligations and duties when analyzing an ethical dilemma”, the expression signify that “the organization shall follow their respective obligations towards the employees because upholding one's duty is what is considered ethically correct”, and the organization shall fully abide by this reality. The organization should understand its obligation towards respective industrial units, clients and employees. The company has to decided upon creation of healthy work environment, which is expected to develop positive consequences on the performance of the company through revival of performance evaluation module, this is in lieu with the ethics and moral compulsion associated organizational policies and structure. The importance of the healthy environment in the company can never be underestimated; therefore the company endeavour to offer satisfaction to its employees which will subsequently be transmitted to the customers. The content of the employees is based upon financial results and profitability of the company, and the conducive environment it offers, the company has tried to ensure that it complies by these agenda so that the transmission of satisfaction, comfort and pleasure is smooth, and the positive results through customer feedback is achieved. The employer, employee and customer is professional triangle, if problem at any specific end persist this will severely hamper the performance and expectations of other ends. The administration of the company has requested its employees to redouble their efforts, and at parallel has tried to achieve the status of the small entrepreneurial company. The company has established their stature as diversified group, and "embrace diversity as an essential component in the way business is conducted, and provides a great work environment and treat each other with respect and dignity" (Burt, 2007). The differences and the notion of the pluralism has been reflected and appreciated, therefore 'the organization has to essentially develop business out of human connections, community involvement and the celebration of cultures", and the interpretation of diversity has been promoted and followed in true spirit. Improvement Project is considered as an alternate approach towards performance evaluation of employees. Under Improvement Project, the employees are delivered training relevant to the functionality of the organization, and in latter phase the employees are expected to contribute towards production facility. The performance of the employees is therefore independent of their skills; rather it is the contribution of the employee towards customer satisfaction, production and profit numbers (Stephen, 2001). When an employer agrees over the decision which develops negative consequences, such situation is responsible for the "deterioration of mental efficiency, reality testing, and moral judgment" (Michael, 2003), the phenomenon is considered to be groupthink. The employers are influenced by the groupthink, ignore alternatives and possible preventive measures which shall be exercised and practiced. The ignorance on the part of the employer is responsible for the “irrational actions that dehumanize”, and eventually lead to disarray among the members. The training module is the subject which has achieved uniformity of the opinion, and such uniformity emerged as a curse for the member groups because often relevant aspects are ignored due to the limited perspective shared by the members. The objective of the group work is to ensure that pluralistic and diversified opinions integrate to formulate compatible solution, and absence of the pluralistic approach and different frame of minds do not support the attainment of the targets. The first principle in successfully maintaining a voluntary development group requires that the perceived needs of group members be met at a satisfactory level. Effective group work is a balancing act in many ways, one of which is balancing individual benefits and organization outlines; such approach has been well-received among the employers and employees. In the given cases, the lack of understanding and ignorance towards the opinion proposed by the employees resulted in the failure of the objectives formulated by the managers. In most cases, the sense of ownership develops fear and reluctance which is responsible for the gulf between employer and employee. The training module is an attempt to bridge the gulf between the parties, because this module converge the mentality and interests towards common cause (Li, 2003). Conclusion The conflict of interest can be minimized through maintenance of the voluntary development group, as per which, the "perceived needs of group members be met at a satisfactory level" (Michael, 2003), it is also important to ensure that the activities of the team are efficient and effective, and for that purpose the employer needs to practice balancing act i.e. "balancing individual benefits and organization outlines". The concept of the “perceived needs” has to be revised, and members of the organization as team shall concentrate over "benefiting the individual, the community, or both" (Michael, 2003), also the motivation level of the members shall be high, and shall be “motivated by personal as well as community goals” (Robert, 2006). The performance and appraisal system is therefore acceptable approach to benefit those who have develop adherence with the company’s objective, but at the same time the fear of accountability persists even after tremendous efforts are invested by the employees; such feelings can be controlled through development of partnership program between the employer and employee. MY TRAINING PLAN My personal training needs are related to the profession I plan to choose. My personal inclination is towards business education, and I intent to launch business after completion of my graduate studies. With reference to my training plan, I would personally suggest that my training plan should primarily focus on understanding of business schemes, and understanding of social and economic aspect of the business. I personally believe that my training plan should evaluate my personal credentials, with specific focus towards application of my analytical and critical skills for the development and expansion of the business. The training plan should emphasis on my personal traits related to communication, written and verbal expression. The training plan shall be able to improve my personality. The communication skills are essential for business student, it is important for the student to communicate his ideas and thoughts to succeed; therefore the importance of communication skills can never be ignored. I would therefore essentially prefer that my training plan should focus on the development of my personality, and should make me able to interact with the people more easily. I have personal interest in real estate business, therefore my training plan should give due focus towards my personal interest, and it should contribute in aligning my personal interests with my professional aspirations and plans. My training plan should include certain management courses; these courses will give necessary exposure to the professional society. It is always important to maintain affiliation with the business groups, and I expect that my training plan shall focus on such personality elements through which my personal affiliation with clients can foster. The training plan should further focus on my professional attributes, and should include plan essential for my improving my professional acumen. Business requires supreme command on analytical and critical skills, and I would expect that my training plan should include provisions for certain business case studies. The training need analysis is conducted to identify the areas for improvement and essential areas which shall essentially contribute towards the character building, professional growth and enrichment of mental capacity; and I personally expect that my training analysis should essentially incorporate these elements. I expect that certain deficiencies relevant to my personality should be given enough importance, and their periodic evaluation would help me in the development of business acumen. My training plan should give necessary focus towards my personal interest, and should identify the areas which shall motivate my interest and personality. References 1. Michael Rosander. Groupthink: An Inquiry into the Vicissitudes of Regressive Group Processes. Linköpings universitet. 2003. pp. 143-176. 2. Robert J. Brym, John Lie. Sociology: Your Compass for a New World. Thomson Wadsworth Publication. 2006. pp. 123-154. 3. Gilly, A. M., Callahana, J. L., & Bierema, L. 2003. Critical Issues in Human Resource Development. Greenwood Publication. 4. Fengru Li. 2003. Sociolinguistic Evaluation of Toyota's 2003 Controversial Ad Campaign in Beijing. The University of Montana, Missoula. 5. Stephen Robbins, Mary Coulter. 2001. Management. Prentice Hall. pp. 510. 6. E.E. Adams, R.J. Ebert. 1982. Production and Operations Management. Prentice Hall. pp. 129. 7. Hamel, G. 2000. Leading the Revolution. Boston, MA: Harvard Business School Press. 8. Jaques, E. 1989. Requisite Organization. Arlington, VA: Cason Hall Publishers. 9. Keely, L. Strategic Choices. 1999. Dublin Group presentation materials, unpublished. 10. Gough, H. G., and Heilbrun, A. B. 1983. The Adjective Check List Manual. Palo Alto, Ca.: Consulting Psychologists Press. 11. Hampton, D. R., Summer, C. E., and Webber, R. A. 1987. Organizational Behaviour and the Practice of Management. New York: Harper Collins Publisher. 12. McKinsey and Co. 1997. The War for Talent Survey, New York, NY: McKinsey and Co. publication. Read More