A proper training and analysis makes the employees skilled in performing better and in an efficient and better way. Training is considered to be one of the popular performance improvement tools in all the organization. This is because every organization has certain kind of job expectation from their employees and they need to go through the training process in order to cope up with the respective skills (Bell et al., 2017).
Methods of developing Training Needs Analysis (TNA) Tools in the organization:
- a) The answers summarize that in order to improve the training needs analysis (TNA) it is important to identify the training needs or TNI of the individuals. If the training needs are identified then the relevant training needs analysis can be done using the specific tools. There are a number of processes such as identification of the business outcomes, linking the outcomes with the employee behavior and identify the competencies and the tools include OJT, mentoring, coaching. One of the mentors stated that to learn about the training needs in his organization he sits with the administrative sections to learn about the ongoing training of the employees and check if that is going fine or not (Ford, 2014). There are organizations such as Fujairah municipality which has an internal HR system and by that the training and development team can monitor the employees. It was found out that there is lack in their requisite training of communication with the clients. As a part of the training needs analysis the HR department of the organization distributes a training sheet to the entire team of Fujairah government entities at the commencement of the year to learn about the employee demands. This is done by communicating directly with the employees, conducting online surveys and taking interviews of the head of the head of each section. In that case a person analysis is equally important with that of the organizational analysis because both of these give rise to a successful training and development program. The core principles of training needs analysis are employee job description, annual objectives and results of employee performance evaluation (Pollock, Jefferson & Wick, 2015). The external factors that will be helpful in developing the TNA tools are the quality of programs offered, budget and trends.
- b) In the case of Fujairah municipality the HR distributed the training sheet to get response from the employees regarding training approach. The connectionist theory of Thorndike was associated with this case as it represents learning by responding to the training where the employees of the municipality were provided the required training.
Best practices in developing TNA tools:
- a) The answers stressedondirect communication as the best practice where the employees can be asked in detail about their needs and wants. It will give an opportunity to build up good relationship among the employees. Direct communication with the employees will increase their confidence level and they will be able to put forward their demands. The obstacles that come in the way of this practice are that the employees might be busy as there is none to replace him in work. For instance the Abu Dhabi Commercial Bank has used such practices for permission from head of the department and there might be delay in response. But every practice has disadvantage so in this case it can be mentioned that it will take a long time to meet every staff because of their unwillingness (Sung & Choi, 2014). For this specific practice the training needs can be analyzed in order to create to the specific goals of the organization such as increase the customer satisfaction ratings and improve employee morale.
- b) In order to get over this hurdle the ACT theory of learning is being put into use by certain companies such as Abu Dhabi Media which take into consideration different stages of learning (Sundstrom et al., 2016). With the use of this theory the employees will be able to combine the knowledge gained from training sessions into their actions to bring efficiency. Thus this practice becomes efficient in seeking or satisfying the needs of the employees by getting over the obstacles.
Contribution of training and development in the overall success of the organization:
- a) Training and development is a process which contributes in honing the skills and concepts of the employees and changes their attitude by disseminating knowledge for the betterment of performance. The methods of training such as web based learning or orientations have proved to be highly effective in the success of the organization. In order to evaluate the outcome of the trainees they will beevaluated by the amount of information that they have learned, the changes in their skill and behavior and their way of improvement to work for the betterment of the organization. This practice has helped Air Arabia to overcome their problem in connecting with the customers which had initially led to a bad reputation. Thus it proves that it is always worth to spend money for training as it helps in enhancing the performance of the employees which makes way to attain the goal of the organization(Wilson, 2014). If it is found that the negative outcome has arose due to the trainer then a more qualified one is required and if it is from the trainee then the cause behind the ineffectiveness of training must be found. One of the managers in Emirates trading agency said that they reward the employees against their hard work in the form of promotion by salary or position because they play a key role in the development of the company. The training is always beneficial for both the employees and the organization. This is because it improves the performance of the skills, concepts, attitude and knowledge of the employees and in turn benefits the organization. The training helps in achieving goals because employees are the asses of the company and it is worth to spend money on their performance.
- b) The cognitive learning theory used in this case proved to be efficient in leading towards the goal (Zaitseva et al., 2015). This is because mental tasks and challenges are also associated with this theory and due to this fact the trainees are able to learn the key principles of the training program.
It can be recommended that training needs analysis is the most effective form of improvement for organizational performance.
It can be concluded that the three theories have proved to be efficient in developing training for the employees which will fulfill the desired outcome. With the answers received from the mentors of different organizations in UAE it can be summarized that TNA tools are helpful for the betterment of the organization as well as the employees because they become compatible with their own job role.
Bell, B. S., Tannenbaum, S. I., Ford, J. K., Noe, R. A., & Kraiger, K. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), 305.
Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
Pollock, R. V., Jefferson, A., & Wick, C. W. (2015). The six disciplines of breakthrough learning: How to turn training and development into business results. John Wiley & Sons.
Sundstrom, E. D., Lounsbury, J. W., Gibson, L. W., & Huang, J. L. (2016). Personality traits and career satisfaction in training and development occupations: Toward a distinctive T&D personality profile. Human Resource Development Quarterly, 27(1), 13-40.
Sung, S. Y., & 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), 393-412.
Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2).
Zaitseva, N. A., Larionova, A. A., Minervin, I. G., Yakimenko, R. V., & Balitskaya, I. V. (2015). Foresight technologies usage in working out long term. Forecasts of service and tourism personnel training system development. Journal of Environmental Management & Tourism, 6(2 (12)), 410.