Needs assessment: What types of issues might indicate a need for training? From
what sources would these issues be identified? If you were a training manager, how
would you prioritize training needs from these sources?
a. A supervisor requests training on the specialized technology required by five of
his employees.
b. The customer service manager reports a sudden increase in calls about poor
handling of repeat complaint calls.
c. The CEO requests team efficiency training to address the declining numbers of
employees attending quarterly pep rallies.
2. Delivery: Identify the best method to conduct this training. Is a certification exam
required? Will the training be instructor-led, self-paced, or a combination? Explain
your answer.
Focusing on delivery considerations, would you use the same methods and
requirements for the position directly above this job and the position directly
subordinate to the job? Explain your answer.Evaluation: How will you evaluate the effectiveness of the training in terms of
organizational objectives and limitations?
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What types of issues might indicate a need for training? From what sources would these issues be identified? If you were a training manager, how would you prioritize training needs from these sources? My position I selected was Healthcare Administration.
1. Needs Assessment:
a. In this case, the need for training is indicated by a supervisor's request for specialized technology training for five employees. This suggests that there may be a knowledge or skills gap within the team.
b. The customer service manager's report of a sudden increase in calls about poor handling of repeat complaint calls indicates a need for training in customer service skills to address the issue.
c. The CEO's request for team efficiency training in response to declining employee attendance at quarterly pep rallies suggests a need to improve team dynamics and overall productivity.
These issues can be identified from various sources:
- Employee feedback: Through surveys or discussions with employees, training needs can be identified based on their feedback and suggestions.
- Performance reviews and appraisals: Issues may be identified through performance evaluations which highlight specific areas where employees may need additional training.
- Customer feedback: Feedback from customers can be used to identify areas where employees may require training, such as customer service skills.
As a training manager, you can prioritize training needs by considering the impact of each issue on the organization, the urgency of the situation, and the resources available. You can also consider the potential benefits of addressing each need and prioritize accordingly.
2. Delivery:
The best method to conduct the training would depend on factors such as the nature of the training content, the number of participants, and the available resources. It is important to consider the most effective and efficient way to deliver the training.
- For specialized technology training (a), instructor-led training or a combination of instructor-led and self-paced learning may be suitable, as it requires hands-on practice and guidance.
- Customer service training (b) may benefit from a combination of instructor-led training, role-playing exercises, and interactive discussions to address specific issues.
- Team efficiency training (c) can be conducted through workshops or team-building exercises to improve collaboration and productivity.
Whether a certification exam is required depends on the specific training content and industry requirements. If certification is necessary for employees to perform their job duties or meet industry standards, then including a certification exam would be appropriate.
Regarding using the same methods and requirements for positions directly above and subordinate to the job, it would depend on the specific job roles and their requirements. The training methods and requirements should be tailored to the needs and responsibilities of each position. While there may be some similarities, such as core skills or knowledge, the training approach should consider the unique requirements and expectations of each position.
Evaluation:
To evaluate the effectiveness of the training in terms of organizational objectives and limitations, there are several approaches:
- Pre and post-training assessments: Conduct assessments before and after the training to measure the knowledge/skill improvement.
- Surveys or feedback forms: Gather feedback from participants about the training content, delivery, and applicability to their job roles.
- Performance metrics: Measure specific performance indicators related to the training objectives to assess the impact on the organization.
- Managerial observations: Observe changes in employees' behavior, productivity, or job performance as an indicator of training effectiveness.
It is important to align the evaluation methods with the desired goals and objectives of the training program.