Behind the most successful companies is an effective training and development program. The first step in designing the training program is identifying the training needs. I analyzed the company’s needs using the skills gap analysis. It involved identifying skills that will increase retention and employee engagement, improve employee productivity, and how it will turn the current managers into better leaders. The analysis goes deeper into specific roles of key players in the company. For instance, the accountants should know how to use HRIS, how departments can build effective teams, and how managers can analyze employee performance. After analyzing the skills, the training program should focus on the skills that are best suited for the company ( Cascio, 2018) . The second step involves setting the training program’s objectives. Training is essential because it costs time and money and the program should define the goal before committing. For instance, how the training program will increase employee retention and how it will boost productivity. The third step involves including the employees. The employees should suggest what they desire to learn about and they should be involved in designing the training program. Training programs are more beneficial when employees are involved in the process.
I used six main methods to carry out the needs analysis. The techniques include group tests, HR records, samples, individual interviews, surveys/questionnaires, focus groups, and observations. Group tests are important in identifying the issues that should be addressed and the workers who should be trained. The HR records include performance evaluations, accident, and safety reports, exit interviews, attendance records, grievance filings, and other important company records such as cost, productions, and sales records ( Cascio, 2018) . The records offer an accurate description of the current state of the company. Furthermore, they can be compared with the company's strategic plans. Sampling involves surveying techniques but on a smaller and selected group. Individual interviews involved approaching certain people to identify training needs such as top executives, affirmative action officers, managers, and employment recruiters. Questionnaires or surveys include a list of standardized questions that can be sent to employees or administered by hand, mail, or phone. Unlike individual interviews, the use of focus groups includes evaluating and questioning a group of people about their training needs ( Cascio, 2018) . Some of the sources of observation include written work samples, on the job performance, and different simulations of work settings. The needs analysis will allow the company to evaluate whether a training need exists and if the training needs exist, what essential skills should be used in the training program.
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The training program will assist the company to achieve its strategic goals because it offers an essential opportunity to boost the knowledge base of the company collectively. The training program will address employees’ weaknesses. It will allow employees to strengthen their skills while allowing them to play a better role in the company. The training program will also improve employee productivity. As the employees acquire better skills, their productivity will improve because they have a better understanding of their responsibilities. Furthermore, it gives them a chance to be updated on the daily needs of the industry. The structured training and development program will allow all employees to have consistent background knowledge and experience. Consistency is quite relevant to the basic procedures and policies in the company. It includes administrative, safety, and discrimination tasks ( Cascio, 2018) . Moreover, the training program will improve employee satisfaction. Investing in training and development programs makes the employees feel valued. Besides, it creates a supportive workplace and they acquire skills that they would not have acquired without the training. Employees who feel challenged, valued, and appreciated through the training and development opportunities are highly likely to have job satisfaction.
References
Cascio, W. (2018). Managing human resources . McGraw-Hill Education.
