Questions:
Identify at least five techniques which can be used to determine training needs for MTS
Explain how the model of Michalak and Yager can be used by MTS to determine its training needs.
1. Job analysis and job descriptions: Analyzing the responsibilities, tasks, and skills required for various positions within MTS can help identify potential training needs. By clearly understanding the specific job requirements, MTS can determine if there are any skill gaps that need to be addressed through training.
2. Performance appraisals: Regular evaluations of employee performance can provide insights into areas where additional training may be required. By assessing individual performance against established job standards, MTS can identify specific areas for improvement and tailor training accordingly.
3. Surveys and feedback mechanisms: Collecting feedback from employees about their training needs can be a valuable source of information. MTS can conduct surveys or use other feedback mechanisms to ask employees about their skill gaps, areas where they feel the need for training, and any specific topics or techniques they would like to learn.
4. Benchmarking: Comparing MTS's training programs and practices with industry benchmarks or best practices can help determine areas where improvement is needed. This can provide insights into the latest trends, technologies, or skill requirements in the industry, enabling MTS to align its training efforts accordingly.
5. Future skill requirements and industry trends: Keeping an eye on future skill requirements and industry trends can help MTS proactively identify potential training needs. By staying updated on emerging technologies, changes in regulations, or evolving customer needs, MTS can anticipate the skills that will be needed in the future and develop training programs to bridge the gap.
Michalak and Yager's model can be used by MTS to determine its training needs through the following steps:
1. Identify training goals: MTS can start by defining its training goals and objectives based on its overall organizational strategy. This involves determining the specific skills, knowledge, or behaviors that need to be developed or improved through training.
2. Assess existing competencies: MTS should evaluate the current competencies and capabilities of its employees against the desired training goals. This can be done through assessments, performance evaluations, and feedback mechanisms to identify any skill gaps or areas for improvement.
3. Determine training methods: Once the training goals and existing competencies are identified, MTS can select the most appropriate training methods and techniques. This can include classroom training, e-learning modules, on-the-job training, mentoring, or a combination of different approaches.
4. Design and implement training programs: MTS needs to develop the actual training programs and materials based on the identified goals, desired competencies, and selected training methods. This involves creating content, scheduling sessions, and delivering the training in a structured and organized manner.
5. Evaluate training effectiveness: After the training programs are implemented, MTS should assess their effectiveness and impact. This can be done through post-training assessments, surveys, or performance evaluations to measure any improvements in skills, knowledge, or behaviors.
By following this model, MTS can systematically determine its training needs, align them with its strategic objectives, and ensure that the training programs are effective in developing the required competencies among its employees.