Running Head Training Proposal ✓ Solved

Training needs assessment is essential for the organization to identify the current competency levels, skills, and knowledge of the employees in different areas. This paper performs a training needs assessment for the organization in the case study. It also determines the appropriate training delivery methods and instructional designs that can be used in the case scenario. Then, it discusses the problems and indicators of the three stores using simple heuristics that can be resolved using employee training. It also designs a training proposal while identifying three training initiatives that can be suggested for the employees, the expected outcome of the training initiatives and the budget for the training initiatives in the case study.

Needs Assessment for the Organization

Identifying the Business Need: Developing a training needs assessment should be the first step in the training plan for the organization to ensure that the customers are satisfied, the inexperienced employees are coached, and the productivity of the organization is maintained (Alasadi, 2015). Providing employees with proper training is crucial in ensuring that they know their roles and responsibilities within the company. Training should not be a one-off event but a continuous process to establish the skills of both new and inexperienced employees. Continuous training is the most effective way to ensure improvement in performance, customer satisfaction, and productivity.

As such, it is important for organization managers to develop a training needs assessment to determine which employees need training regarding their roles and responsibilities.

Performing a Gap Analysis

The second step in the training needs assessment is conducting a gap analysis, which compares the present state of employee performance with the desired level. Identifying the difference, known as the gap, enables the organization to address the shortcomings through targeted training.

Assessing the Training Options

After the gap analysis, the organization will have a list of training needs and options assessed based on company priorities and goals. These options can substitute existing training plans as necessary.

Reporting the Training Needs

The final step in the training needs assessment involves reporting the findings, recommending short-term and long-term training plans, and their associated budgets (Pérez Caà±ado, 2016). This comprehensive report aids trainers in identifying training gaps and aligning employee training accordingly.

Determining Appropriate Instructional Design and Training Delivery Methods

Choosing the wrong training delivery method can lead to misinterpretation by employees. Thus, it is crucial to determine suitable instructional designs. Two effective methods include:

• Instructor-led Training: This traditional method remains valid for imparting necessary skills and knowledge in the workplace.
• Blended Learning Solutions: This method transforms training into a continuous journey, encouraging employees to address their challenges (Pineda, 2012).

Indicators and Problems Experienced by the Three Stores

To enhance customer satisfaction, various performance indicators can evaluate customer service effectiveness. Low satisfaction often indicates a need for employee training (Alasadi, 2015). Key metrics to measure include:

1. Overall customer satisfaction through surveys.
2. Changes in customer retention rates.
3. Employee productivity assessments, which directly impact customer satisfaction (Pérez Caà±ado, 2016).

Training Proposal and Three Training Initiatives

The training proposal aims to enhance morale among inexperienced employees, motivating them to improve productivity. Understanding reasons for underperformance is essential since factors may range from inadequate resources to insufficient training (Pineda, 2012). The training program focuses on fostering employee engagement and directly addressing the factors causing low productivity.

Three Training Initiatives

• Encouraging Communication: Clear communication between managers and employees regarding performance challenges fosters mutual understanding and skills development.
• Creating a Positive Work Environment: Establishing a supportive culture encourages open expression of opinions, enhancing overall organizational performance (Alasadi, 2015).
• Providing Effective Training: Continuous and adequate training empowers inexperienced employees to understand their roles and responsibilities fully.

Expected Outcomes

The training initiatives are anticipated to yield significant benefits, including increased returns on investment and greater funding support for employee performance improvements (Pérez Caà±ado, 2016). The organizational benefits also encompass time savings, enhanced output, improved quality control, and reduced error rates, translating organizational advantages into tangible economic value.

Budget for Training Initiatives

Training costs are typically evaluated using a dollars-based method to determine training budgets (Alasadi, 2015). A cost/benefit analysis is adopted for estimating financial implications of training initiatives. For the upcoming training, the expected total expenditure on the new and inexperienced employees is projected at $55,000. The corporate e-learning platform's estimated costs are $1,100, rising to $11,400 shortly.

Conclusion

Conducting a training needs assessment is vital in identifying employee competency levels and areas for improvement. This proposal outlined effective training methods and initiatives, with expected positive outcomes and a budgetary framework to enhance employee performance and customer satisfaction.

References

• Alasadi, R., & Al Sabbagh, H. (2015). The role of training in small business performance. International Journal of Information, Business and Management, 7(1), 293.
• Pérez Caà±ado, M. L. (2016). Teacher training needs for bilingual education: In-service teacher perceptions. International Journal of Bilingual Education and Bilingualism, 19(3).
• Pineda, P. (2012). Evaluation of training in organizations: a proposal for an integrated model. Journal of European Industrial Training, 34(7).