Our Services

Get 15% Discount on your First Order

[rank_math_breadcrumb]

DISCUSSION RESPONSE

SEE ATTACHED

Respond to at least two of your classmates: Specifically:

What points did your peers make that you agree with? What information did they include that you may have overlooked?

Where do you and your peers disagree? What could you suggest to strengthen their position?

Would a different type of needs analysis (or no needs analysis) be more practical in the situation your peer described? Why or why not?

Please cite outside source and

Blanchard, P. N., Thacker, J. W., & Cosby, D. M. (2024). Effective Training: Systems, Strategies, and Practices (7th ed.). SAGE Publications, Inc.

Symonds, C. (2024, January 18).
How to Conduct a Training Needs Analysis (with examples) – Factorial. Factorial Blog.

These are the discussions I want to respond to using the above instructions!

1.) I work for a small company with a total of 300 workers, including employees overseas. Throughout my time with the company, we have experienced changes in leadership with three different CEOs as part of an effort to restructure the organization. One issue that stands out to me is the lack of communication among managers in keeping employees informed about important developments within the company. This has led to high turnover rates and decreased production levels. In my opinion, both proactive and reactive measures are essential for any organization. However, being proactive allows for the prediction of potential performance gaps.

Proactive Training Needs Analysis (TNA) focuses on performance issues that may arise in the future (Blanchard et al., 2023). In contrast, Reactive TNA addresses existing performance problems. Proactive TNA aims to identify the Knowledge, Skills, and Abilities required to meet or exceed future performance expectations. Reactive TNA must be promptly conducted to address current issues affecting production. A well-managed organization effectively utilizes both proactive and reactive methods.

The best TNA identifies skill gaps in the workforce and focuses on enhancing existing skills to improve performance levels (Symonds, 2024). Given the current situation, I will conduct a proactive needs analysis to explore the reasons behind the high turnover rate. Is communication the sole issue, or does it relate to compensation or job satisfaction? Personally, I feel unsupported and disconnected from my team, indicating areas that require improvement.

To bridge this gap, trainers must understand the purpose of training. By evaluating and researching causes of dissatisfaction leading to employee turnover, organizations can address root issues instead of applying quick fixes through training programs (Panel®, 2021). “With proactive TNA, the focus is on planned changes to jobs and performance expectations” (p.137). Conducting a needs analysis helps pinpoint existing gaps and align organizational goals with strategies for improvement. Without this vital step, it would be challenging to address underlying problems within the company.

2.)

Proactive Needs Analysis in a Tech Company: A Hypothetical Scenario

A proactive needs analysis is recommended for the context where the tech company is growing rapidly, and a major software upgrade is anticipated within a year. Indeed, it is intended to roll out a new ERP system in which many of the existing workflows will change dramatically, with employees having to learn a great many new software functionalities and processes.

Situation Description

The tech company has decided that the new ERP system will demand higher technical skill levels and a far better understanding of the capabilities of the new software. Currently, the workforce is trained and proficient in dealing with the existing system but lacks familiarity with the new software (Blanchard et al., 2024). Knowing this, the leadership team is aware that there might be a performance gap when the new system comes online. As a result, they conduct an analysis of proactive needs assessment.

Rationale for Proactive Needs Analysis

In this case, a proactive needs analysis is most feasible because it allows the company to plan and put in necessary arrangements ahead of anticipated changes. Early execution of this analysis will then place the company in a better position to identify specific training needs, develop comprehensive programs for the same, and schedule them in a manner that aligns with the ERP system’s rollout timeline (Blanchard et al., 2024). This approach will mean that, by the time the system is fully operational, the employees will be proficient in it, thereby minimizing any disruption to productivity and the quality of the service.

Result Without Needs Analysis

Unless the needs are analyzed, there will be a very significant performance gap upon the installation of the new ERP system. The employee may not be comfortable with the new software, which contributes to lowering productivity, increasing error ratio, and possibly frustrating staff. The lack of proper training will also make the learning curve time rise, which will prove negative to business and customer satisfaction on the whole (Blanchard et al., 2024). In addition, the organization may have to bear more expenses for fixing errors and ad-hoc training for people who cannot use the new system properly.

In conclusion, proactive needs analysis will be very critical in ensuring that the workforce is ready for a change or upgrade of the ERP system by training employees to be ready for its application. As a result, it will allow for a smooth transition without disruption of operations.

Share This Post

Email
WhatsApp
Facebook
Twitter
LinkedIn
Pinterest
Reddit

Order a Similar Paper and get 15% Discount on your First Order

Related Questions

SLP3

Module 3 – SLP Employee Benefits: Continued You have been asked to give a 10-minute presentation to a college’s undergraduate HRM class. You have decided to use the following case scenario to spearhead the discussion. . An Attractive Benefits Package? Susan greeted Beutan, her next interview applicant. Beutan had an

Case 3

Module 3 – Case Employee Benefits: Continued Assignment Overview Today’s HR professionals are expected to measure the success or failure of HR practices based on the achievement of organizational outcomes. Brand identity, bottom-line profitability, employee job satisfaction, and increased management focus are all outcomes that can be achieved in part

discussion 3 MR

Discussion 3 nitial Post—Module 3 Watch the following advertisement from HMP Finance: Why Generous Paid Time Off Policies Pay For Employers (HMP Finance, 2017) As we see from the video, HMP Finance recommends employers to have generous paid-time-off policies. · If you were in charge of a business, what paid-time-off

Research based on outline

This is based on the outline I posted recently. Can you please complete this based on the outline? Individual Research Paper: Final Assignment Instructions Overview: Complete an individual research paper over three separate assignments. Instructions: Using your research and outline, you will complete a 5-6 page research paper complying with the formatting

Human Resource Management Assignment 5

Please complete the following questions. Be sure to cite all your sources, even if you only use the textbook. Do individuals making staffing decisions have an ethical responsibility to know measurement issues? Why or why not? Describe the structured interview. What are the characteristics of structured interviews that improve on

SWOT business policy

Due Date: 11:59 pm EST Sunday of Unit 1 Points: 100 Overview: A SWOT Analysis is used to evaluate the strengths, weaknesses, opportunities and threats for a business. This analysis can be used to help in the creation of strategic plans for the future. You will perform a SWOT Analysis

Measurement

Do individuals making staffing decisions have an ethical responsibility to know measurement issues? Why or why not?

evaluation1

Name of person/ project that you are providing feedback for: _________ 1. Briefly describe the training and evaluation  2. Comment generally on what you like about your colleagues training module and if you think their evaluation can capture efficacy in the training. (If not, what could strengthen their evaluation/evaluation process)?

540 evaluation

Name of person/ project that you are providing feedback for: _________ 1. Briefly describe the training and evaluation  2. Comment generally on what you like about your colleagues training module and if you think their evaluation can capture efficacy in the training. (If not, what could strengthen their evaluation/evaluation process)?

Outline

I have instructions attached for an outline. HR Technology: Digital HR Tools – HR Information Systems INDIVIDUAL RESEARCH PAPER: OUTLINE AND REFERENCES ASSIGNMENT INSTRUCTIONS INSTRUCTIONS: You will complete a full-sentence outline for the second part of this paper. The outline must include: 1. Thesis Statement: Clearly state the main argument

Perusal mod 6

Perusal Assignment (I attached the textbook and this is coming from chapter 10 ( MIXED METHOD PROCEDURES) 1. Look in paragraph 1 under Mixed Methods Research in Perspective in the text, and explain the paragraph, that starts with “ mixed method research as a distinct methodology originating around the 1980’s

Ogl 554 final

2 Learning Design Check-in for EmpowerEd The Google Classroom training module will be delivered in person at a community center over four hours, with a catered lunch to encourage teamwork. This medium shows that 65% of teachers choose hands-on learning (EmpowerEd, 2025). Educators will receive a PDF handbook before the

Case 2

Module 2 – Case Employee Benefits Assignment Overview Please read the following for a review of employee benefits: Doyle, A. (2019).  Types of employee benefits and perks . Retrieved from  (Be sure to click on the links within this source to gain depth about specific benefits.) Glassdoor Team. (2018).  11

SLP 2

Module 2 – Case Employee Benefits Assignment Overview Please read the following for a review of employee benefits: Doyle, A. (2019).  Types of employee benefits and perks . Retrieved from  (Be sure to click on the links within this source to gain depth about specific benefits.) Glassdoor Team. (2018).  11

HR 10

Promote from Within or External Hire MDN Inc. is considering two employees for the job of senior manager. An internal candidate, Julie, has been with MDN for 12 years and received very good performance evaluations. The other candidate, Raoul, works for a competitor, and has valuable experience in the product

chapter 8 perusal

Chapter 8 1. Discuss the first paragraph in the introduction in 100 words. 2. Discuss the second paragraph which talks about putting quantitative research in context. It will start with the following: planning and writing. Write 100 words about this paragraph. 3. Talk about the topic on (a survey design)

Team-Building and Communications Proposal

You have just been hired as a consultant to the chief executive officer (CEO) of a health care organization. Your duty is to improve the management tools and practices needed to work in teams, build cross-functional teams, and facilitate collaborative decision-making. Instructions: You need to identify elements found in an