How to make the training programs function well

As Cascio (2010) advocated that the hypercompetition, a power shift to the customer, collaboration across organizational and geographic boundaries, the need to maintain high levels of talent, changes in the workforce, and changes in technology impose training as well as retaining requirements on the existing workforce and so on, make corporate training become a trend in every organization to enhance its competitiveness in the global market (Cascio 2010), Company XYZ also included.

To make the training programs function well, conducting accurate and appropriate training needs analysis become so necessary for this organization to properly implement the training program in Company XYZ, which can help this organization to ensure the training provided is supportive of the company’s business strategy.

First of all, in order to support the organizational business strategy, a proper training needs analysis will be recommended in the following to assist the training programs in Company XYZ, which is based on the training needs assessment model from Snell and Bohlander (2007).

The above model puts the four levels of analysis for determining the needs that training can fulfill in a highlighted position including organizational analysis, demographic analysis, operations analysis, individual analysis (Cascio 2010).

In terms of organizational analysis, it is important for the new CEO of Company XYZ to identify whether the training program support the strategy direction namely the overall strategic business objectives of the organization as well as the organizational culture. And meanwhile, the demographic analysis can also offer the new CEO of Company XYZ more data related on the training such as the specified needs at the organizational level, the business-unit level or else at the individual level namely where the training is required. And then properly implementing the organizational analysis and demographic analysis can help this company to clearly identify in which areas the training for the programmers and sales people are needed. (Cascio 2010; Snell and Bohlander 2007)

In the meantime, operations analysis is also recommended for Company XYZ to adopt, which attempts to identify what the training content is, that is to say what the target trainees including the programmers and sales people must do so as to perform competently. And the last important training needs analysis level for Company XYZ is the individual analysis focusing on identifying individual workers who need training and the types of training they need. (Cascio 2010; Snell and Bohlander 2007)

By and large, the above training needs analysis suggests that Company XYZ should take three elements of training needs into account in its training programs such as the alignment of the training objectives and organizational goals, training content as well as the target training population in order to support the organizational business strategy. In the following, we’ll give a proper analysis of the importance of these training needs analysis on the basis of the above three contents. (Cascio 2010)

At first, the training analysis could lead to the greater improvement of innovation and tactic skills of the trainees, that is to say the professional skills of programmers and sales people in Company XYZ can be effectively improved, which may enhance the overall comprehensive competitiveness of this company. For instance, the proper training analysis such as the training content analysis can offer accurate data for the training programs to select effective and necessary training content and media as well as methods to help sales people and programmers to develop themselves. (Snell and Bohlander 2007)

And the training needs analysis can also help Company XYZ to avoid some unnecessary cost and better allocate its training resources to the people who need most. For instance, some green hand sales people or programmers may require more knowledge of the basic knowledge of their profession. The proper training assessment such as the individual analysis can help the company to avoid the dysfunction of training and make training program effective. (Snell and Bohlander 2007)

Moreover, proper training need analysis may also assist Company XYZ to understand the real needs of its employees such as the sales people and programmers much deeper, which is benefit for the company to conduct the future training programs and improve the relationship with its employees. (Cascio 2010)

Generally speaking, conducting an appropriate training needs analysis is beneficial not only for Company XYZ but also for the employees. And under the assistance of proper training analysis, the training program may be implemented much proper to align with the strategic business objectives of this company. (Cascio 2010; Snell and Bohlander 2007)

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