Training and Development

Assignment 2: Applying Training Concepts

Janis Raymond

BUS 407- Training and Development

Instructor Name: Professor T.A. Swinney

December 7, 2012

Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate response. The needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances. The mailing industry is facing greater challenges in terms of competitors and external factors than ever before. In response to these challenges, the U.S. Postal Service undertook a study to examine the competencies required for Postal Service executives for successful performance, using an inductive approach. By having participants discuss the behaviors associated with the competencies, developmental experiences can be created that are intended to change behavior. The model developed to describe the competencies needed for successful performance for Postal Service executives will be used for a variety of purposes, including as a communications document to describe job expectations to upcoming executives. To the extent that the model exemplifies a participative, people- and business-oriented organization, the model is likely to result in some degree of organizational change.

An in-house trainer or a consultant performs a needs analysis to collect and document information concerning any of the following three issues: performance problems, anticipated introduction of new system, task or technology and a desire by the organization to benefit from a perceived opportunity. In all three situations, the starting point is a desire to effect a change. Given this, you must know how the people who will experience change perceive it. In the absence of a needs analysis, you may find employees resistant to change and...