Name: Sharha Shahneela Huda

Roll: 18231012

Section: B

Case Study
In the case, Kumar a training manager, who got busy evolving specific training packages for
workers, shop- floor supervisors, administrative staff and senior functional executive and an
intensive module for field salesman after knowing about they need their company to be market
centered and they have to go forward with the change. Kumar should start with identifying the
training needs. Training need exists when an individual lacks the knowledge or skills required
for the execution of an assigned task satisfactory. Firsly, he has to identify what is needed,
what’s that skill or knowledge that is absent in the organization that have become obstacle for
organization to achieve it’s goal. He has to find out

a) What are the organization’s goals?

b) What tasks must be completed to achieve these goals?

c) What behaviors are necessary for each job incumbent to complete his assigned tasks?

d) What deficiencies, if any, do incumbents have in the skills, knowledge or attitudes needed to
perform the necessary behaviors?

The purpose of training needs identification is to identify the gap between required performance
and the actual performance. There are two important elements in training need identification

1. The job requirements and

2. The person requirements

Then comes to training methods. There are two types of training methods

1. On the job training/ internal training

On-the-job training means having a person learn a job by actually doing it. Apprenticeship
program, job rotation, creation of assistant – to positions, temporary promotion, coaching. In the
case Kumar started with on the job training before indentifying training needs and purpose.

2. Off the job training/ external training

Off-the-job training occurs when employees are taken away from their place of work to be
trained. Common methods of off-the-job training include: Day release (employee takes time off
work to attend a local college or training centre). These includes lecture, discussion methods,
demostration, seminars and conference etc.

Mainly Kumar should follow the

training process. Also, evaluate the
employee whoever participating the
tarining session so that they are
bound to do the training. After that
they should be rewarded based on
their training participation and
result in the exam.