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IRHR3510 Human Resource Development

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IRHR3510 Human Resource Development

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IRHR3510 Human Resource Development

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Course Code: IRHR3510
University: The University Of Newcastle is not sponsored or endorsed by this college or university

Country: Australia

Critically discuss approaches to training needs analysis in organizations and its significance.

Training needs analysis is related with identifying the need of training in the business. It can be observed that training need exist when employee do not have knowledge and skills to perform a specified task.  In the paper, emphasizes on analyzing different approaches related to training needs analysis in the workplace and also its importance. In the last phase of the paper, own experience will be highlighted.
Approaches related to TNA
Training needs analysis emphasizes on gathering the information on both recent situation within the workplace and its actual needs. It can be examined that there are various approaches to training needs analysis. The concept is related to interviews of the workers and managers. To focus on the training need analysis it is important to consider the views and opinions of the employees and managers so that according to that right steps or decisions can be made in the workplace (Boavida et al., 2016).
Group discussion is also one of the approach through which it can be easy to emphasize TNA. By group discussion, the interaction can be made face to face and also it can emphasize on the role analysis, group problem analysis and group goal setting. By considering the different views and opinions, the management can take right step according to the actual requirements in the workplace. Also, it can help the participants to become problem analysts and enhance the listening skills (Bell et al., 2017).
The next approach is related with Questionnaire. It can be in the form of surveys or polls in context to the employees working in the workplace. To design a questionnaire, various question formats can be used like open ended, forced choice and priority ranking. With the help of this approach it can be simple to reach the large number of people in less time framework and also it is relatively inexpensive (Nardi, 2018).
There can be others sources of information that through which TNA can be done. By reviewing the different sources like production records, quality control reports, grievances safety reports, absenteeism and turnover statistics it can be easy to analyze the actual information. It can assist in revealing the issues that should be considered through training and development efforts (Ford, 2014).
Significance of TNA
So, these approaches are important to be taken into consideration as it can help to analyze the actual need of training in the workplace. It can be observed that without effective training it is not easy for the workers to be efficient towards the operation of the organization. So, TNA is one of the essential factors which are considered as it essential to focus on boosting the relation of the employees in the workplace (Manuti et al., 2015).
The significance related Training need analysis is to focus on human resource development (HRD).  If proper training is given to the employees then it can easily enhance or boost their skills in the workplace. They get the knowledge of controlling the operations in the workplace which can results in enhancing the growth of the company. To develop the skills and knowledge of the employees it is necessary to focus on the programs so that it the skills of the employees can be boosted (Sung and Choi, 2014). Human resource development is one of the aspects that should be taken into consideration by the management as it can help the company in accomplishing the set targets. The mindset of the employees can also be developed by considering the appropriate training method by focusing on TNA (Bell, Bryman and Harley, 2018).
If the need of training is identified in the workplace then the management can focus and give right direction to the employees. Right direction is necessary for the employees in the workplace as it assist in enhancing the efficiency of the employees towards the work. Also, it will help in focusing on the correct methods that will help in meeting the requirement of the employees in the workplace (Pollock, Jefferson and Wick, 2015).
If TNA is taken into consideration then training will be systematic and also planned which will help the organization to enhance the growth in the market. If emphasis is given on training need analysis through other sources of information then it will provide and objective evidence of the outcome of the issues within the group or the agency.  It can also be gathered with the minimum efforts and reduce the interruption in the working pattern of the employees (Lacerenza et al., 2018).
Therefore, it has been analyzed that TNA is essential aspect that is important to be considered by the management. There are various approaches like questionnaire and interview with managers or the employees which should be considered. It has been seen that if proper TNA is done in the workplace then it can be easy for the top management in boosting the skills and knowledge of the employees which can result in HRD.
Own academic achievements to date
It can be observed that training is important in the workplace as it can help in accomplishing the set targets. At the time of pursuing my degree course I was working in the ABC Company, it has been seen there is a need of training in relation to the latest technology adopted by the organization. The technology is changing at the fast pace, so that need of training is important for the employees. So, in my workplace there is a need of training as employees don’t have proper knowledge to manage their activities with the latest technology adopted by the company.
By analyzing the overall downfall in the performance of the employees, the management focused on TNA. In this views and opinions were considered of the employees through the source of interview and then at last the outcome relates with the training need in relation to the technology adopted by the company. So, management focused on giving training to the workers so that it can be easy to boost the productivity and also performance of the employees in the workplace. Sessions related to the use of the latest technology were taken which boost the overall skills of the employees and resulted in HRD. By giving training the overall performance of the employees enhanced and also profits are attained by the company in the competitive market.
Also it has been suggested that company should focus on giving personal training to the employees but it is important to focus on the needs. If the employees require the training of the latest technology adopted by the company and if company gives the training to collect and manage the data then it can create difficulty for the employees. It can negatively effects on operations of the organization and can also reduce performance of workers. With this the capability of workers towards work will be not analyzed. So, it is suggested that employees should be given training according to the needs and also by considering the skills acquired. HRD is also one of the factor on which the management should emphasize so that growth can be attained in the workplace and it can be done through proper training. Through interactive sessions and conferences it can be suggested that personal training needs will be satisfied. So, it can be stated that proper training should be given to the employees so that growth can be attained in the market.
Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K., 2017. 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), p.305.
Bell, E., Bryman, A. and Harley, B., 2018. Business research methods. Oxford university press.
Boavida, T., Aguiar, C., McWilliam, R.A. and Correia, N., 2016. Effects of an in-service training program using the routines-based interview. Topics in Early Childhood Special Education, 36(2), pp.67-77.
Ford, J.K. ed., 2014. Improving training effectiveness in work organizations. Psychology Press.
Lacerenza, C.N., Marlow, S.L., Tannenbaum, S.I. and Salas, E., 2018. Team development interventions: Evidence-based approaches for improving teamwork. American Psychologist, 73(4), p.517.
Manuti, A., Pastore, S., Scardigno, A.F., Giancaspro, M.L. and Morciano, D., 2015. Formal and informal learning in the workplace: a research review. International journal of training and development, 19(1), pp.1-17.
Nardi, P.M., 2018. Doing survey research: A guide to quantitative methods. Routledge.
Pollock, R.V., Jefferson, A. and Wick, C.W., 2015. The six disciplines of breakthrough learning: How to turn training and development into business results. John Wiley & Sons.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), pp.393-412.

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