OL 211 Final Project Milestone 2 PDF

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Kathryn Johnson OL-211 Milestone 2 In almost all types of business organizations, the value of a training needs assessment is self-evident. Businesses that have a long-term vision should see the necessity and value of having a fully qualified and trained staff. In having employees that are qualified and trained, they can help to achieve goals and ensure longevity of the organization. The components of the assessment are to perform an organizational, task, and person analysis. The organization analysis will examine the environment, strategies, and resources that the organization will face, therefore, what training should be emphasized will be determined. In this instance, HR personnel will collect data such as information on the quality of the goods or services provided, absenteeism, turnover rate, and the number of accidents that occur to determine what training is needed. Once the organizational analysis is complete, the HR department can begin to perform the task and person analysis. The task analysis is essentially studying a job to determine what activities and responsibilities it includes, how to relates in importance to other job tasks, the qualifications needed to perform the job, and what conditions the job is performed under. When performing an analysis on a person, the assessment needs to identify an individuals’ level of competence, skill, and knowledge in an position(s) and then compare that to the level required for that position. When looking at the specific position of a Customer Service – CARE Business Partner, Maersk needs to first establish the requirements of the position. By performing an organizational analysis for this position, it will help to determine what role(s) the Customer Service – CARE Business Partner will be responsible for. Based on the job posting requirements, the task analysis for this position indicates that the selected candidate must have a specific set of skills. The

candidate that is hired, must be able to demonstrate a level of intelligence and can be selfdirected. Another important aspect is that the candidate must understand computer literacy and conflict resolution. The importance of creating SMART – specific, measurable, achievable, realistic, and time-oriented – objectives for a training plan is ensuring that the training is necessary and relevant to a position. The first component of SMART objectives is specific, which means that the goals are clear, when drafting this goal answering the “W” questions (what, why, who, where, and which) will help with keeping everything specific. The next part, measurable, means that the goals should be easily tracked and managed. Achievable, means that the goals need to be realistic and attainable in order to be successful. Relevant, ensures that the goals set matter to the organization and align with other relevant goals. Finally, time-oriented is to prevent everyday task from taking priority over the goals that are set longer-term. With SMART training in programs in place, organizations can stay focused on what they want to achieve. The importance of developing learning activities for a Maersk Customer Service – CARE Business Partner training program, is to ensure that the candidate that is hired is aware of what the organization wants to achieve in the present, as well as, in the future. Incorporating adult learning principles and methods in any organization is important, due to majority of job applicants being adults. In terms of the customer service position at Maersk, I would take adult learning principles such as, outside responsibilities, into consideration when creating the training program. By creating a training program that is either quick and efficient or a program that is spaced out over time, this will ensure the adult learner is able to complete everything in a timely manner. I would also take “learning by experience” into consideration, when creating the training program. Though some training will have to be read/viewed, having

hands on options available can help ensure success of the training program for adult learners. By understanding the need of adult learners, the training program can be developed so that it is not only understood, but successfully trains the new employee to the needs, culture, and goals of the organization.

References: Benefits of Training Needs Assessment. (2012, November 15). Retrieved from SAInS: http://sains2u.com/blog/benefits-of-training-needs-assessment/#:~:text=A%20customized %20Training%20Needs%20Assessment,needed%20to%20enhance%20its %20performance.&text=Identification%20of%20gaps%20and%2For%20existing %20solutions%20not%20immediately%20eviden Groysberg, Boris and Abbott, Sarah (2013 May 5th). Maersk Group: Evaluating Strategic Talent Management Initiatives. Retrieved from: https://learn.snhu.edu/d2l/le/content/467177/viewContent/9368449/View SMART Goals. (n.d.). Retrieved from MindTools: https://www.mindtools.com/pages/article/smart-goals.htm...