3 - Southern New Hampshire Human Resources PDF

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Southern New Hampshire Human Resources...

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3-3 Final Project: Milestone Two Christy Pryor Southern New Hampshire University

Training needs assessment is an important part in the development and training of an organization’s employees. Due to all businesses being different from one another as well as jobs within the company it’s crucial for a company to conduct a TNA. This assessment is a way for verifying the needs for a training program to be successful. The TNA should include an organization analysis, task analysis, and person analysis (Snell, 2016). Organizational analysis is an examination of the environment, strategies and resources. Task analysis reviews the job description and helps with the specifications of any activates performed in a job. Person analysis is to help determine who is requiring training and who does not. Described above are components used to determine the training requirements of a Customer Service- CARE Business Partner at Maersk. This step Help the HR department to examine the financial elements, resources and technology. Allowing the organization to save money as they develop their training programs. Task Analysis allows the trainers to choose the most effective method from a program content from information that has been collected. Person Analysis helps the organization by not sending employees out to be trained that do no require the additional help in succeeding in that position. SMART broken down would be specific, measurable, achievable, realistic, and timeoriented. These elements should be used by any organization when their objective is creating a training plan. The objectives are concrete, detailed, focused, well-defined and action oriented. These objectives help the progress towards completing the training program. When developing learning activates for a Maersk Customer Service- CARE Business Partner, I would have a program that is group oriented. Learning from one another the employees can utilize their customer service skills with role playing through different scenarios. Acting out

will teach the employees stronger service skills will communication, cognitive strategies, attitude and as well with motor skills. Strong relationship with customers and gaining a reputation that is wanted starts with the employee’s development and training.

Reference: Snell, S.A., Morris, S.S., & Bohlander, G.W. (2016). Managing Human Resources. (17th Edition). Boston, MA. Cengage Learning...