How to Conduct a Training Needs Assessment

Recommended Training Method or Combination of Training Methods 

Employee training is a vital part of organizational planning. Training is a constant process and should be available to both current and new employees. To ensure the expected employee output is achieved, new employees need training on basic organizational programs and processes. Consumer satisfaction is highly dependent on the services delivered, with training; an organization ensures employees meet consumer requirements. The Operations and Human Resource departments are required to organize frequent training sessions after need assessment is completed. Through role-playing, employees are taught organizational standards nevertheless, knowledge acquired is practiced through on-the-job training. With their current roles, the most effective for the cashiers would be a combination of training methods instead of only one method. This is because the use of numerous methods during different training sessions might be more effective in learning and retention by employees. 

The training methods that I would recommend for training include both on-the job and of-the job training. On-the job training is a flexible method whereby an employee is placed on a job then trained the specifics. Some of the training methods used here include; Job rotation, here, employees are moved from one post to another, offering all trainees an understanding of other employee roles and problems they are faced with. Second is coaching, using this method, trainees are work under supervisors who coach them and later on gives them feedbacks on their performance. Third and final method is internship training, here trainee employees are trained through practical and theoretical aspects of the organization (Teixeira & Sousa, 2012). 

The other type of training I would recommend is off-job training. These are training methods that are assumed for employee development away from the field. This gives employees the opportunity to be all round and learn about the job both on and off the job. Some of the methods under off-the job training include; role playing, under this method, a problem is created and an employee takes a role in the situation. Employees will interact with other employees, each assuming different roles in a situation. The play is recorded and the trainees are awarded the opportunity to assess their individual performances. Second is the incident method. Under this method several incidents are created out of actual situations that occurred in different organizations and all employees are asked to make personal decisions to solve the situation as if it is occurring in real-life. Afterwards trainee groups will discuss the situations and make a final decision depending on both group and individual decisions. The third and final method is the grid training. This is a long-term training program that lasts six years. It involves different phases of implementation, planning, evaluation and development. This method minds limits like concern for employees. All these methods when combined, the cashiers will be highly equipped to offer quality customer care. 

Choice of Method(s) Justification 

Even though at employment, employees already have the needed skills and abilities to work in an organization, training methods provided by employers assist them in getting the much needed fine tuning to ensure effective and quality performance. The improvement and growth of an organization is organizational development. Nevertheless, this does not only apply to strategies or techniques but also the growth and development of their workforce. Off-the job and on-the job training methods are development techniques that are used by an estimated 90% of global organization (Teixeira & Sousa, 2012). The combination of both training methods has taken organizations by storm and very few are sticking to single-method training. 

While using the on-the job training method, employees will be trained on their individual responsibilities and roles and also taught on the work filed. This method is highly effective as here, not only do employees learn, they also perform issued tasks while under the supervision of other employees and experts. On the other hand, while using the off-the job training method, employee training here occurs away from the official work location. This method is also highly effective as training is mainly through theoretical and practical approaches unlike the on-the job training. The two training methods are the perfect combination as factual and theoretical approaches will be used, making employees all round employees and able to work under all conditions. 

By using the role-play under off-the job training, employees will assume different organizational roles and act out real-life problems that occur in the retail environment (Teixeira & Sousa, 2012). When they are successfully able to act out these different situations, they understand and fully comprehend the situations they might be faced with at work. Also, by continuously taking part in role plays, employees gain a better understanding of their duties, both to the consumers and organization. Furthermore, relentless training before being in the field prepares employees to handle different situations without necessarily asking for assistance from supervisors. Off-the job training offers employees and opportunity to adjust to the actual work environment. It equips them with the ability to respond, cope and solve all problems that might occur in the retail environment. 

On the job training and this include all the methods used will provide the employee with chance to actually put into practice all that they have been taught and trained under supervision. Under this method, trainees will feel safe as supervisors are often kind and understanding of their new positions, also they are always more experienced offering the necessary guidance to the trainees. They are also in a position to recommend corrections and praise good performance in employee behaviors for customer service skills improvement. Training is an essential part of organizational development and should always be continuous. Whenever a new system is introduced in an organization, training for all employees should commence. 

References 

Teixeira, C., & Sousa, J. (2012). Assisted On-Job Training.  E-Learning - Engineering, On-Job Training and Interactive Teaching . doi:10.5772/32137