Reference no: EM132873135

You are required to address the following critical elements in approximately SEVEN HUNDRED WORDS.

• It was a triggering event that necessitated the training needs analysis (TNA). Include information on the difference between the organization's expected and actual performance that resulted in the organizational performance gap (OPG).
• Identify if the approach to the TNA is reactive or proactive. Explain your rationale.
• Describe the organization's data sources that provided valuable information to identify reasons for the gap, such as organizational goals and objectives, budgets, labor inventory, and corporate climate indicators (Table 4.1 in Chapter 4).
• Discuss the three levels of analysis: organizational, operational, and person.
• Identify the methods that are used to gather information on each level of analysis.
• Explain how the information gathered relates to the OPG.

I chose Headstone and Monument for my company.

Title

Training Needs Assessment Case Study

Overview of exercise

Students will assess the training needs of a specific group to design appropriate training for them.

Objective of exercise

By the end of this activity, participants will be able to:

• Identify the training needs of a specific group.

Structure and approach of exercise

• Read job tasks associated Administrative Clerk II position.
• List knowledge, skills, and attitudes that the person would need.
• Read a profile of the target group.
• List knowledge, skills, and attitudes they need to perform the job effectively.

Profile of Target Group

This assignment will help you better understand the relationship between the training needs analysis, KSAs, and competencies. You have been asked to design a training module for Administrative Clerks promoted to the Administrative Clerk II position. Unfortunately, not understanding the connection between KSAs and organizational performance, managers misbelieved that the individuals would learn the job over time. Therefore, it was not necessary to determine if they possessed the KSAs required to perform effectively in the Administrative Clerk II job.

Recognizing their error, managers have tasked you with conducting a training needs analysis. Part of the research requires creating a list of KSAs the newly promoted employees will need to succeed in the job. The plan will provide a benchmark of the performance levels, and KSAs trainees possess before training.

Parameters

The Administrative Clerk II tasks in the table. List the knowledge, skills, and attitudes you would expect employees to work effectively in the position.

After listing the essential KSAs in the table, answer the following questions:

1. Why are KSAs important?

2. Describe the relationship between KSAs and the training needs analysis (TNA).

3. Illustrate the differences between KSAs and competencies.

4. Some organizations have opted to focus on competencies. Explain the benefits of using a competency model instead of a KSA approach to improve employee job performance.

Work tasks associated with Administrative Clerk II job

Tasks

Operate word processor or remote computer terminal.

Conduct research as directed.

Proofread a variety of documents, including reports, memos, and statistical charts.

Perform a wide variety of routine clerical works, including filing, billing, checking, and recording information on records.

Perform record keeping for various funds and expenditures.

Maintain personnel and payroll records of departmental personnel; process various forms to initiate changes in documents.

Act as a receptionist; answer the telephone, and wait on the general public.

May maintain petty cash fund; accept payment of fees; hold and process cash records.