- Published: October 31, 2021
- Updated: October 31, 2021
- University / College: King's College London
- Level: Master's
- Language: English
- Downloads: 27
Summit credit union noted that newly employed lenders did not have the needed skills and information to take up the job and the problem attribute to the way the training curriculum was organized. The problem identification will be through conducting a needs assessment. A needs assessment is the process of identifying and analyzing a company’s strengths, weaknesses, opportunities, and threats with the aim of improving to achieve the company goals and initiatives.
The first step in a needs assessment would be an organizational analysis to determine the skill and abilities the organization needs. The analysis establishes whether the training would benefit the company and whether the required resources are available. The analysis also identifies the merits and opportunities of the company and helps to focus on the demerits and threats. The second step is to do a personal analysis to establish who will receive the training and who will conduct the training (Boyer Management Group, 2014). This analysis establishes the level of the existing competency and the areas that require more training. Thirdly, this will involve analyzing the job and the requirements. This analysis will identify the main duties, experience, skills, and competency required to take the job and perform well.
The fourth step would be to perform an analysis of the performance of the specific task and establish whether it is below the expectations and whether the training will help bridge the gap between the actual performance and the expected performance. Next would be to do an analysis of the content of the training to identify the appropriate content that is in line with the requirements of the specific job. This will help in delivering the appropriate training to the employees. The next step is to establish whether training will solve the employment or there are other underlying reasons for not performing well (Employee Opinion Survey, 2014). Lastly, a cost-benefit analysis would determine whether the return on investment is ideal. The returns should supersede the initial investment to avoid losses.
The needs assessment will involve several parties: one is the group that will carry out the assessment to determine whether training is the solution to the underlying problem. The second part is the target group that will focus on the group that will receive the organized training to boost their skills and knowledge. The third party is the instructor who will administer the appropriate training to the potential participants (Employee Opinion Survey, 2014). All these parties will determine the kind of training that will ensure good performance and efficiency.