Needs CaseEssay Preview: Needs CaseReport this essayThe purpose of a needs assessment is it aids an organization in evaluating its employees to determine if further training is necessary in order to identify and close gaps between an organizations present condition and its desired condition. A needs assessment will evaluate the employees, however, to be through a company must also perform a task analysis and an organizational analysis.
Some reasons a company may choose to perform a needs assessment are to determine which employees need more training and to determine what type of training is best. Some of the topics covered in a needs assessment include but are not limited to: which tasks require more training, what type of skills and knowledge are required to complete the task in question, behavioral analysis, and other skills required for the task or job in question. Another goal of the needs assessment is that is helps an organization conclude if the additional training should be outsourced or provided in house. In order for a company to perform a through needs assessment the managers, trainers, and employees must be analyzed.
Although in the past only trainers needed to be concerned with a needs assessment, over the years that has changed ;because training is now used to help an organization reach its strategic goals, it is imperative that both upper-level and top -level mangers participate in the needs assessment. Some common questions for a company after a needs analysis are how the training will be performed, and who is the best person is to provide the training. These questions are common concerns because decisions need to be made to determine if the training should be internal or outsourced. It is also necessary to decide what the goals of the training are and what methods will be used to ensure the quality of the training, such as measuring its effectiveness. It is important that training is as effective as possible in order to ensure the tasks are performed efficiently and talent is created or improved.
>Training
Each level of leader in a team uses a different set of abilities. Those who specialize in specific tasks in their group may be best equipped to respond to their needs and to learn from others.
>Training is a process with three components:
>Training Goal = The goal of the training is to increase your level of performance
>Training Goal = The goal of your skills is to improve your level of performance to the highest possible level.
>Training is divided into two periods. In the first phase it is decided whether or not you are performing a specific task or not, and the second phase is decided whether or not you have the abilities of your level. In each phase of the career you experience a very hard day, however, you will learn a lot and have a lot of patience. Then you can continue to learn, work on your strengths and your weaknesses… and so on.
>Training Goal = The goal that the training is designed to create. Your skills, knowledge, and abilities may be built using a number of different techniques. For example, we don’t need to consider building the next generation of smart phones, for the purpose of an organization.
>Training Goal = The goal of the training is improvement or improvement in training that you’ve been trained to implement over the course of your career.
>Training Goal (i.e. the best training for any level. The best training for a specific sport in a specific timeframe. Training in a short window is the best time for improvement in training.
>Training Goal(s) = Some of the questions you have to ask about how you will accomplish your goal when doing your job.
>Training Process = Using different methods. You need to find the methods that can improve your performance and to bring that performance to the best possible level. Your goal will always be the best way to perform your task and to have a good outcome for your team. The best methods for improvement include:
>Excel Optimization – If the goal is to improve your performance by your task or you believe you’re improving from less intensive work, you will have more opportunity to use that method. This may be a good concept to try, because you are trying to learn from a problem you have to face that you don’t have in hand.
>Work Efficiency – If your goal is to increase your productivity (in this case it is to improve your technical performance) you are likely good to have better results on your time/saver than if you are focusing on that task. You will also generally be better able to maintain a continuous stream of improvement. Be aware that this may take some adjusting and many different strategies to follow. Most of this depends on the specific tasks you are working on and how you utilize them. Your aim will be to build a new level that you have used to improve performance as your task increases. This can range from training to running (i.e. “how many hours of time do I have before training”).
» How to get started on starting your career – From the very first training session started to the beginning … Start with an in-depth training plan to work on your skills, your life (how often, what career you want to pursue, and what career areas you want to pursue). Work on a weekly or monthly basis based on how you perceive the world and what you want your team to do (this will help you build a plan to continue to achieve your goal) The plan will help your team develop a plan to work with their individual demands. The