, Cebu

REACTION PAPER

Date: July 07, 2019

Name : Rhoda C. Santillan

Program : MBA - HRMD
Subject : TRAINING AND DEVELOPMENT BM 231 (SUN 12:00-4:30 PM BLOCK 1)
Professor : MR. JUN VERIL

TRAINING NEEDS ASSESSMENT, LEARNING THEORIES, TRANSFER OF TRAINING

Topic

EMELINDA M. DELICA
Reporter

SUMMARY OF THE TOPIC:

Training Needs Assessment in order to identify “gaps” between current performance from
department or organizational objectives. It is an assessment process that serves as a diagnostic tool
for determining what training needs to take place. This is a survey that gathers data to determine
what training needs to be developed to help individuals and the organization accomplish their goals
and objectives. This is an assessment that looks at employee and organizational knowledge’s, skills,
and abilities, to identify any gaps or areas of need. Once the training needs are identified, then you
need to determine and develop objectives to be accomplished by the training. These objectives will
form criteria for measures of success and utility. A needs assessment/survey helps an organization
achieve its goals. It reduces gaps between employee skills and the skills required by the job and
department. The training needs assessment survey can also form the basis for determining
effectiveness of the training administered. You can re-administer the training needs survey after the
training was performed to see if there was an increase in performance, skills as measured by the
survey. It is beneficial to perform these assessments periodically to determine the training needs of an
organization, employee’s knowledge and skills, and also training program effectiveness. First is to
identify the Business Need, Perform a Gap Analysis, Assess Training Options, Report Training Needs
and Recommend Training Plans. Assessment is evaluating the training that your employees have and
their learning. There are several theories that relate to how people learn. Each theory relates to
different aspects of the learning process. Many of the theories also relate to trainees motivation to
learn. The process in which trainees effectively and continually applying what they learned in training
(knowledge, skills, behaviours, cognitive strategies) to their jobs is called transfer of training. Transfer
of training occurs whenever the effects of prior learning influence the performance of a later activity.
The degree, to which trainees successfully apply their jobs the skills gained in training situations, is
considered “positive transfer of training.” There are three types of transfer, the positive transfer,
negative and zero transfer. Positive is when prior learning or training facilities acquiring a new skill or
reaching the situation to a new problem. In this situation the individual performs better than he
would have without the prior training. Negative transfer is when prior learning or training acquiring a
new skill or reaching the solution to a new problem. Zero transfer, in this situation, past experience or
training neither enhances nor hinders acquiring a new skill or reaching the solution of a new problem.

REACTION/COMMENTS:

Training needs assessment in order to know if the training applied to the employees help
develop the employees to meet their goals. The training given is effective to improve the employees.
Also in order to address gaps among individual employees, specific job categories or groups or teams.
It identifies individual’s current level of competency, skill or knowledge in one or more areas and
compares that competency level to the required competency standard established for their positions
or other positions within the organization. Learning is part of training; you can only say that your
training is successful when your employee’s learned. If your employee have a positive transfer of
learning will we can say that the training you give to them is effective. In order to have successful and
fruitful outcomes of training, it should be done by evaluating the needs of the employee on what area
or skills that certain employee is lacking. Know the problem first before doing the solutions.

REFLECTION/LEARNING:

The importance of training transfer cannot be over emphasized. The goal of training is not
simply to gain knowledge and skills, but to apply it or to transfer learning into performance, which in
turn leads to improvement in agency results. It is important to learn because no one is born with the
ability to function competently as an adult in society. It is very important to understand the kinds of
learning experiences that lead to transfer. Train, to learn and learned to develop and grow. training
Learning and Developing oneself is everything.