Human Resources Management (HRM)

Using the material on needs assessment and training strategies provided and the case study, in a short paper you should:
2–3 pages in length and double-spaced using 12-point Times New Roman font. Be sure to list your
references at the end of your paper. Submit journal assignment as a Word document.

ANSWER

Training Strategies and Needs Assessment

All functional and well-organized companies need to develop a training needs assessment. What is a training needs assessment? It can be described as a time and cost-effective tool that ensures staff’s successful training and involvement with the best-suited training budget. This tool has several values and significance to an organization, one of the importance is to ensure that the right approach is used to train the right people. The needs assessment assists in identifying who needs which type of training. For instance, the company might be awarded new projects that require the IT department to get specific training to ensure the successful delivery of the project. The second value is to help rank the training requirements with the maximum business effect; the tool can identify specific skills and knowledge suitable for various employees to become more productive, innovative, and efficient, hence achieving the company’s set goals.

The needs assessment tool will enhance maximum returns on investment; pieces of training based on real and quantitative skill gaps are most likely to lead to performance improvement, thereby increasing the returns. Finally, the training needs assessment will ensure the employees are involved in consistent and simultaneous learning and development process. For instance, when a company responds positively to the employees’ requests to improve their production, they will get motivated and psyched to work even smarter knowing the employer listens to them. The training needs assessment has three major components; organizational analysis, task needs analysis, and person analysis. The organizational analysis comprises translating the organization’s goals into a precise but approximated requirement for human resources. Task analysis involves information gathering purposefully for enhancing training programs. Finally, the person needs analysis that pinpoints spaces between an individual’s current potentials and those highlighted as suitable for his/her growth and production (Mahmud et al., 2019).

The primary importance of creating SMART objectives is to set an organization for success through setting goals that are specific measurable, achievable, realistic, and time-oriented. Developing SMART objectives also helps the company organize, move further and move in a direction that enhances the company’s set goals. Developing learning activities for Maersk Customer Service poses tremendous importance to the company. The significances are; cost-effective since the training costs are minimized, enhances easy tracking, ready updating of information and identification of training in its areas of requirement. The development of the learning activities also ensures minimal time loss, offers diversity in practice, ensures vast access to resources, and finally, it also ensures the training is available on a 24/7 time basis.

The activities also enhance the content and offer a variety of understanding of concepts and varying perspectives; they also allow for enormous participatory and sensory consciousness. Some of the ways of incorporating adult learning in Maersk would through the experimental learning process, which will ensure that the adult learners benefit from conceptual knowledge, participate in character simulation and connect the activity under discussion with on-the-job circumstances. The practical training will provide the learner reviews of the errand critically, deduce important insight from the analysis, and use it in a worthwhile encounter. The experimental learning will ensure that adult learners go through concrete experience, observe and reflect on the training, develop abstract ideas, and test the practice in new situations (McGoldric & Tobey 2016).

In conclusion, both small and established organizations should have training needs assessment tool to ensure maximum production and returns on the investments. The tool will minimize blind expenditure and help in decision-making, especially during employee training; it has proven to be a significant pivot to many companies globally. The management’s commitment and adherence to the set rules are vital to the success of the company.

References

Mahmud, K. T., Saira Wahid, I., Arif, I., & Belso-Martinez, J. (2019). Impact of training needs assessment on the performance of employees: Evidence from Bangladesh. Cogent Social Sciences, 5(1), 1705627.

McGoldric, B., & Tobey, D. (2016). Needs assessment basics. Association for Talent Development.