Needs Analysis Discussion Question:
Read the following scenario:
A manager says, “We need a training course on time management. We have 30 field representatives coming in for a conference next week and only 20% of them are actually meeting their goals. This is disappointing because they had the training four months ago but still have not met their overall goals in sales and customer service. I want you to give them a half-day training on time management.”
Provide a detailed description of how you would respond to and proceed in this situation. In your post, respond to the following questions:
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Respond to at least two other posts regarding items you found to be compelling and enlightening. To help you with your reply, please consider the following questions:
Your reply posts for Donald and Christy should be a minimum of 150-250 words each.
The reason company’s use a TNA is to distinguish the KSA’s that should be involved for the preparation for the designed training. Furthermore, is that the job of the TNA is to prepare the general population of workers who are missing KSA’s or learning to preform their job well. Our text states that,” A TNA will provide a benchmark of the performance levels and KSA’s trainees posses prior to training. These benchmarks will let you compare performance before and after training”(Blanchard, P. N., & Thacker, J. W. (2013).
For this case, the benchmarks for preparing have been shown that those in the 20% have met their goals, but having representatives that have met their goals could discourage those who haven’t. The training must be assessed of the 80% with a new TNA. When a TNA presents OPG in itself needs a new assessment. Some companies,” A TNA can be conducted in a proactively; which is called a proactive TNA”( Blanchard, P. N., & Thacker, J. W. (2013).
Companies tend to do this when they want to assess what problems may arise in the future. It is vital that a company wide training in new policies and procedures do not need a TNA. Moreover, employees that aren’t trained to the standard need to be. The problem with this scenario is that there is no cooperation because if their KSA’s showed no AOP then a TNA would be necessary if the 30 employees was a solid team that completed goals for the organization.
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
TNA according to Blanchard & Thacker (2013) is “the systematic method for determining what caused performance to be less than expected or required” and focus is the performance improvement. It is used to help determine whether training can correct performance problem and to determine if the employee lacks knowledge, skills, and attitudes to do their job and if there are any roadblocks that are preventing performance.
The purpose of a TNA is to focus on performance improvement, determine benchmarks for training, increase motivation, provide more than just evaluation, make sure those being trained should be trained and to show trainees why training is useful. A TNA should be conducted when the training is needed for a specific individual or group of individuals to improve performance and motivation and align the training with the company’s strategic plan. (Blanchard & Thacker, 2013).
TNA is not necessary when it requires team-building skills or when there is a new policy that needs to be rolled out to all staff in which companywide training would be necessary. So, if the entire staff is needed for the training that is really the only time a TNA is not necessary, otherwise it is beneficial and can increase the relevance and effectiveness of training.
When it comes to determining what methods and tools are beneficial several things come to mind including performance reviews, performance data, observation, questionnaires, knowledge test, skills assessments, and coaching’s are all ways to determine if training is necessary for the individual employee. Each method may vary depending on the employee and the company. The best way to determine if a TNA is necessary is by keeping an eye on the performance of each individual, this way it is easy to see where the employee is lacking and what area of focus needs to be addressed. This can save the company unnecessary training expenses for a training that may not benefit the employee.
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc. [Electronic version]. Retrieved from https://content.ashford.edu/ (Links to an external site.)Links to an external site.
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