Assignment On

Training and Development: Six Components of Training Needs Analysis

Course: HRM-545

Personal Training & Development

Submitted To

DR.SHOAIB AHMED

SCHOOL OF BUSINESS
INDEPENDENT UNIVERSITY, BANGLADESH

Submitted By

Md. Nizamul Haque

ID-1910680
Program- MBA

Date of Submission: Friday, 08th January, 2021

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 Executive summary

This Assignment has been prepared in order to present an evaluation of a training program is
more than just an increase of volume or training miles. To create a successful program, one must
fit in many complicated components, all of which must be combined in the right way in order for
an athlete to be successful. In addition to training, an athlete’s work and personal life need to be
factored in for long-term success. Developing an effective employee training program provides
multiple benefits for employees and the company, but only if they are carefully planned and
properly implemented. Clear understanding of policies, job functions, goals and company
viewpoint lead to increased motivation, morale and productivity for employees, and higher
profits for your business. Training is a means to a specific end, so keeping goals in mind during
the development and execution stages of our training program will help in creating a clearly
defined and effective program.

As a HR Manager, they have to ensure all training for employees. And as a leader / CEO of the
company, they have to follow six components of training analysis. To understand and taking a
decision whether to conduct a training, the training needs analysis is a good approach. The Six
Component Model can help us to analysis the scenario.

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 Table of Content

Sl. Topic Page

No.

1. Case-(A): Your CEO is concerned about sexual harassment at the

workplace. The present course is outdated due to court rulings. As a
result, a consultant is engaged to revise the existing harassment 4-7
awareness program for all the employees.

2. Case-(B): One week ahead of annual safety day celebration, the

General Manager says, “We have got a new safety policy. We need
7-10
to inform all employees about it. We need someone to prepare a
self-study learning material for distribution among all employees.”

3. Conclusion 10

4. References 10

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Case-(A): Your CEO is concerned about sexual harassment at the workplace. The present
course is outdated due to court rulings. As a result, a consultant is engaged to revise the
existing harassment awareness program for all the employees.

To understand this, decision must be taken whether to conduct training, the training needs
analysis is a good approach. The Six Component Model can help us to analysis the scenario.

1. Context Analysis: By the context analysis a training manager can ask the ‘key questions’
to uncover the information needed to complete a thorough training needs analysis.
Considering following training needs analysis context elements:
a) Who decided there should be an intervention?
 The CEO of the company is concerned about the issue, and the consultant
proposed that a training program may help to overcome the sexual harassment
issue. This intervention has been decided to make it more useful.
b) Why do they feel there should be a training program?
 Training will promote all employees to get positive awareness regarding sexual
harassment in the workplace. Moreover, by a training program it is easy to inform
all employees about the rules, regulation and law of the company about the sexual
harassment.
c) What is the business need for this proposed training?
 In workplace it is essential to keep a warm up motivational environment to do job
soundly. Therefore, any violence might have a negative impact for the
organization as well as for the business.
d) What is the history of similar program in this organization?
 There was no previous similar arranged in this organization.
e) What can the trainer do to ensure success?
 To ensure a successful training session and its positive impact, trainer must ensure
that training material would be relevant, useful and easy guideline for all levels of
employee.

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After context analysis, it is almost clear to understand that training will be a good impact to
overcome recent sexual harassment issue of the company.

2. Participants’ Analysis: It is the analysis dealing with the employees of the organization
to collect the some aspects such as,
a) Who is going to receive the training and what do they already know about the subject?
 All employees, including workers, staff, officers and senior officers will receive
the training. Mainly Management and HR department know well about the rule,
regulation and company law regarding sexual harassment. Therefore, rest of all
need to participate on the training.
b) How do they prefer to learn?
 Considering present situation, it is observed that most of employees are interested
to participate the training.
c) Who is going to instruct and what are their expertise in that subject?
 An External Consultant, who is a lawyer and HR Manager are proposed as
instructor of the training session. External consultant is an expert in Labor Law,
and HR Manager has well knowledge on internal company rules.
d) How do they prefer to conduct (methodological) their session?
 Two instructors may have following training methodology for the session: Two-
day training session, Group by Group setting, and audio-visual presentation and
provide hand note/guide line to the trainee, take a general feedback from trainee.
e) What training has been given previously, and what were the results?
 No previous training was given earlier.

Participants’ Training Need Analysis helps to know the trainee and instructor feedback, their
level of skill, teaching-learning preference, and way of conducting training. Thus, it is observed
that the training would be beneficial for all employees.

3. Work Analysis: It is an analysis of the task being performed. It involves examining,

● Activities, tasks and roles of the job: It is the employer's responsibility to provide a
harassment free work environment. Expect training, employers can motivate employees
to maintain the workplace rules and stay away from any harassment activities.
● The competency requirements for effective performance: No need for any requirements
to maintain the rules and remove harassment issues. Just need to maintain the

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 organizational rules and increase awareness regarding sexual harassments. Employees
expect to do their job in a secure and risk-free environment.

Employees expect to do their job in a secure and risk-free environment.

After work analysis it is obvious to conduct a training to keep work environment favorable for
the employees.

4. Content Analysis: Considering following training needs analysis content elements:

a) Are there essential building blocks one needs to learn in order to do this job?
 Minimum awareness of general rules, regulation and company law is essential.
b) Are these building blocks of knowledge laid out in manuals?
 The training material is going to design in such a way to include these rules,
regulation and company law as a manual or documents.
c) In what order and how are these building blocks normally taught?
 Normally this kind of training is awareness campaign, providing some hands out,
note, and documents which is related to the subject.
5. Suitability Analysis:
Training is seen as a quick fix for changing individual and organizational performance
but in reality the impact of training is limited to providing knowledge, skills and practice
to develop them. In the above case, the organizational culture should be supportive to
deal with any harassment issues fairly. At the same time, employees have to obtain all the
policies. Employers need to create a sexual harassment free environment at any cost.
Considering the following training needs analysis suitability element:
a) Is non-performance due to a lack of knowledge and skills or are there other reasons?
 As the training is designed to be a awareness program which is essential
according to the recent situation of the work place, therefore it would be very
much suitable regarding awareness of all employees.
6. Cost-Benefit Analysis: A cost benefits training needs analysis would compare the costs
of designing and delivering the training to such variables as the savings resulting from
reducing the number of harassment complaints. However, if training is provided on
sexual harassment then it will increase the awareness and commitment towards
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 organization to make the workplace harassment free. It can be said that the training
program represents a reasonable investment for the organization.

Considering the following cost-benefit training needs analysis elements:

• Is it worth our effort to understand the proposed training?

• What will be the return on investment of the proposed training?

• Are there any cost-benefit benchmarks for the proposed training?

As mentioned above, this proposed training would be current sexual harassment awareness
program, therefore there is no financial outcome instantly, rather to overcome negative impact
for the business and the employees, and to keep work environment normal the training is
essential which can be considered financial beneficial in long run.

Case-(B): One week ahead of annual safety day celebration, the General Manager says,
“We have got a new safety policy. We need to inform all employees about it. We need
someone to prepare a self-study learning material for distribution among all employees.”

To understand and taking a decision whether to conduct a training, the training needs analysis is
a good approach. The Six Components Model can help us to analysis the aspect.

1. Context Analysis: Considering following training needs analysis context elements:

a) Who decided there should be an intervention?

 The General Manager has offered to conduct a learning session to let all the
employees know about new safety policies.
b) Why do they feel there should be a training program?

 All employees will be able to know about the new safety policies through training
sessions.

c) What is the business need for this proposed training?

 In workplace it is essential to keep a safety in first concern. Any incident that
might happen in the work place due to less awareness of any employee that would
have a negative impact for the organization as well as for the business.

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 d) What is the history of similar program in this organization?
 There was no previous similar program arranged in this organization.
e) What can the trainer do to ensure success?
 To ensure a successful training session and its positive impact, trainer must ensure
that training material would be relevant, useful and easy guideline for all levels of
employee.

After context analysis, it is almost clear to understand that training will be a good impact to
overcome recent sexual harassment issue of the company.

2. Participants’ Analysis: By participants’ analysis a training manager will collect some

participant elements, like:
a) Who is going to receive the training and what do they already know about the subject?
 Labors and Workers will receive the training. Management know the new safety
policy, now needs to transfer the knowledge to the Labors and Workers.
b) How do they prefer to learn?
 Considering security concern it is obvious that all workers are interested to
participate the training.
c) Who is going to instruct and what are their expertise in that subject?
 HR Manager will designate someone to have a self-study first, then to play the
role as an instructor of the training session.
d) How do they prefer to conduct (methodological) their session?
 Following training methodology for the session can be establish: A whole day
long training session, divided into three Groups, present audio-visual-presentation
and provide hand note/guide line to the trainee with some figure and bullet-marks.
e) What training has been given previously, and what were the results?
 No previous training was given earlier.

3. Work Analysis: Considering following training needs analysis work elements:

What is the job under review and what are the main duties may not influence the training
conducting issue in this case.

a) What are the high level skills required?

 Capabilities to understand the security issues are essential. No high level skill
required.
 To what standards are people expected to do the job? Are they currently meeting
the standards?

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Employees expect to do their job in a secure and risk-free environment.

After work analysis it is obvious to conduct a training to keep work environment favorable for
the employees.

4. Content Analysis: The content of the security policy might include the individual
responsibilities to maintain all the rules, increase awareness, health and safety rules in the
workstation, emergency procedures and so on. To make successful performance those
policies should be delivered to employees in an easy way. Considering following training
needs analysis content elements:
a) Are there essential building blocks one needs to learn in order to do this job?
 Minimum awareness of general rules, regulation and company security policy is
essential.
b) Are these building blocks of knowledge laid out in manuals?
 The training material is going to design in such a way to include these rules,
regulation and company security policy as a hands-out or in documents.
c) In what order and how are these building blocks normally taught?
 Normally this kind of training is awareness campaign, providing some hands out,
note, and documents which is related to the subject.

5. Suitability Analysis: Obviously training is one kind of process to inform the new policy
properly. But it is the manager's responsibility to make the training process more reliable
so that everyone can easily understand the object, to make sure that training is in proper
way, maintain the policies in the workplace, supporting safety activities and providing a
safe workplace. Considering the following training needs analysis suitability element:

a) Is non-performance due to a lack of knowledge and skills or are there other reasons?
 As the training is designed to be an awareness program which is essential
according to the security concern of the work place, therefore it would be very
much suitable regarding awareness of workers and labors.
6. Cost-Benefit Analysis: This training program will reach all employees with the
knowledge of new policies. Thus, this will not bring any financial outcome but will help
to establish an healthy and safe workplace by which employees can do their job
successfully without any safety issues. This will come up with the ultimate benefits of the
organization. Considering the following cost-benefit training needs analysis elements:

• Is it worth our effort to understand the proposed training?

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 • What will be the return on investment of the proposed training?
• Are there any cost-benefit benchmarks for the proposed training?

This proposed training would be awareness program on new security policy; therefore there is no
financial outcome instantly. As security is the first concern of any work place, and we have got
new security policy which is supposed to be very much effective, it might be considered that
company will be financial beneficial in long run by this training.

Conclusion

Training of employees takes place after orientation takes place. Training is the process of
enhancing the skills, capabilities and knowledge of employees for doing a particular job.
Training process moulds the thinking of employees and leads to quality performance of
employees. It is continuous and never ending in nature. A training need analysis helps to put the
training resources to good use.

References

1. https://www.fastcompany.com/3013397/6-rules-to-transform-your-leadership-
development-program

2. https://www.prosci.com/change-management/thought-leadership-library/change-
management-process

3. http://www.hr-survey.com/Determining_Training_Needs.htm

4. https://en.wikipedia.org/wiki/Training_needs_analysis

5. https://hr-guide.com/data/G510.htm

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