Do needs analysis discussion and reply to donald and christys

 Needs Analysis  Discussion Question:  

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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:

  • What is the purpose of a training needs analysis (TNA)?
  • How do you determine when needs analysis should be conducted?
  • Is it always necessary to conduct a TNA?
  • What methods and tools would you use to help this manager?

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:

  • What did you learn from the posting?
  • What additional questions do you have after reading the posting?
  • What clarification do you need regarding the posting?
  • What differences or similarities do you see between your initial discussion thread and your classmates’ postings?
  • What are the differences or similarities in the specific methods and  tools you would use to help this manager compared to those identified  by others?
  • Analyze the methods and tools chosen by others. Do you agree or  disagree with the choices? Why or why not? Provide examples where  possible. 

Your reply posts for Donald and Christy should be a minimum of 150-250 words each.

Donalds Discussion:

 

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.

Christys Discussion:

 

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.

Reference:

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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