TRAINING NEEDS ANALYSIS 2 Discriminate Learning Needs Akita ✓ Solved

Daxter international company began as a small company that sold fabrics. It would later experience very incredible growth for three years. In these three years, the business enlarged and went from having 30 workers and one supervisor to employing more than 150 employees and seven supervisors. These supervisors were promoted from various departments and allowed to portray their leadership skills in supervisory roles. The supervisors were tasked with the responsibility of ensuring that the people working below them produced results.

They had the responsibility of making lightning-fast decisions but not just decisions but right decisions. The owner, however, noted one thing with these newly promoted supervisors. The supervisors were constantly yelling at the employees, and they were forcing them to work towards the set goals and objectives. He also continued to receive many customers' complaints that the overall quality of services provided in the stores was becoming poor daily, which was dangerous to the business. With the fast growth that this company was experiencing, the owner knew that he would not stop and watch the company suffering because of something that could be solved.

The first thing that had to be done was providing training to the seven supervisors on handling the employees and offering quality care to the clients. In this case, the first thing is to conduct a training needs analysis to ascertain the exact issues that are supposed to be addressed. Need research is fundamental, especially when the actual need is not well known, like in this case scenario. The training analysis should then begin by interviewing the owner to determine the organization's mission statement. During this interview, it will be ascertained if the organization has a mission statement and sets goals and objectives explicitly for the employees to meet.

Lack of these fundamental aspects may illustrate internal problems being the major contributing factor to this problem. It is first essential to have a strategy of how the organization will be solving its problems when they occur and in an effective manner. The problem-solving model fits this case. This is one of the most important models used in identifying many challenges in the workplace. This model is efficient because it ensures consistency as most people understand the approach to be used (Akther, Tariq, & Islam, 2018).

It also helps eliminate bias and preconceptions. It is from there that a reactive approach will be taken to offer training and education to this group. It is essential to educate them that the management must motivate and inspire them to work towards the organization's goals. An effective leader must be able to lead the employees efficiently. This is especially true because many responsibilities come with being a leader (Bozer & Jones, 2018).

A leader must be able to stir trust in the employees, assign duties, and provide directions. When a leader has this skill, it will be easier to develop a corporate vision and effectively meet the organization’s concept. One of the most critical aspects is giving the employees an environment that allows them to showcase their skills and talents. This can be possible for an environment that cheers teamwork and collaboration amongst the various departments in an organization. Similarly, an environment where workers are given priority and their needs are taken care of makes them feel valued.

They can work hard towards the company's goals and the company's objectives because they always think they are part and parcel of the company. Another critical aspect was communication that seemed to have failed. Communication is a very critical element of the entire business, both internally and externally. It was, therefore, essential to understanding how to communicate effectively within the organization. Instead of separating communication into silos, it is supposed to be managed at the system level to ensure that messaging is aligned and consistent.

Organizational communication is tight with organizational effectiveness. This theory states that the flow of information corresponds to the flow of energy. This communication model was intended to develop a mathematical theory of communication (bin Atan et al., 2015). Therefore, this system explains and develops a hypothesis that revolves around characteristics that arise within complex communication systems that seemingly could arise in any single system within the whole. To maintain relevance and market share today, leaders need to know that they must have the capacity to adapt agilely and collaboratively, internally and externally.

In most cases, the leaders' efforts to adapt to this are impeded by siloed behavior and thinking. Because the purpose of the training was to educate the supervisors on how they are supposed to handle the employees, the clients and to improve the overall service delivery, a proactive approach is very critical in helping people develop existing strengths and encouraging them to improve both the value of their input to the business as well as their overall efficiency in their careers.

The primary factor that may influence the identification of learning needs is the owner of the company. For instance, he may want the training to be addressed differently and address different issues than the ones identified. It is essential to follow the findings of the results thoroughly. In this case, I cannot fall under the executives' pressure suggesting that some of the identified issues are ignored. This will not be professional and may hinder the overall effectiveness of the training project.

Paper For Above Instructions

Training needs analysis, or TNA, is an essential process that aligns training and development initiatives with an organization's goals, ensuring that employees possess the necessary skills and knowledge to perform their jobs effectively. In this analysis, we will explore the training needs of supervisors at Daxter International Company and the strategies for addressing these needs.

Understanding the Business Context

Daxter International Company has gone through significant growth, expanding from 30 to over 150 employees in just three years. This rapid growth has introduced challenges, particularly in leadership and employee relations. Supervisors are struggling to manage their teams effectively, often resorting to yelling and coercive tactics to meet performance metrics. The decline in service quality and the increase in customer complaints highlight the urgent need for a comprehensive training program (Akther et al., 2018).

Conducting a Training Needs Analysis

The first step in conducting a training needs analysis is to gather information about the organization’s goals, mission, and existing capabilities of the supervisors. Interviews with the owner and key stakeholders will help establish a clear understanding of the organizational objectives and the expected role of supervisors in achieving these goals. Through this dialogue, it may become evident that there is a lack of clarity in communication and expectations, which is contributing to the dysfunctional environment (bin Atan et al., 2015).

Furthermore, it is crucial to observe supervisors in action, assess their interactions with employees, and gather feedback from team members to identify gaps in skills and knowledge. Common themes will likely emerge, such as ineffective communication skills, lack of emotional intelligence, and insufficient training in conflict resolution. Once these needs are identified, appropriate training interventions can be developed (Bozer & Jones, 2018).

Designing Effective Training Programs

To address the identified training needs, the development of a tailored training program for the supervisors is recommended. This program should focus on key areas such as effective leadership, communication skills, emotional intelligence, and conflict resolution. Incorporating on-the-job training, role-playing, and coaching sessions with experienced leaders can create a supportive learning environment.

Implementing a phased training approach can also be beneficial. Initial training sessions can cover foundational leadership skills and individual assessments to tailor further learning. Follow-up sessions should include practical applications and feedback, encouraging supervisors to implement learned strategies in real-time (Solomon et al., 2020).

Monitoring and Evaluation

The effectiveness of the training programs should be monitored through performance metrics and employee feedback. Conducting regular evaluations post-training will ensure that supervisors are applying the skills learned and that improvements are reflected in both employee performance and customer satisfaction. A continuous feedback loop will help refine the training program, adapting to evolving business needs.

Conclusion

In conclusion, carrying out a thorough training needs analysis is vital for Daxter International's supervisors to enhance their capabilities and improve overall service quality. By identifying knowledge gaps and skill deficiencies, targeted training can be delivered to empower supervisors to lead effectively and foster a positive workplace culture.

References

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