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This author notes that in some cases it is more appropriate for human resources trainer to create the situation, and at other times the trainees themselves can create situations based on their past experiences. "When trainees are asked to create their own situations," Gordon adds, "the trainer needs to provide guidelines so that trainee-designed situations provide sufficient information for use in a subsequent role play, simulation, or case study" (p. 35), and recommends setting a time limit for such exercises.
Follow-Up and Iteration.
Because all companies experience some turnover and priorities change over time, it is important to keep in mind that further training needs assessment will be required and quantifiable monitors established to determine the effectiveness of the approach used for this purpose. Based on a trending of the quantifiable data developed from previous training initiatives, it will be easier to fine-tune future programs to better suit the needs of ABC at any given point in time to ensure that the training is best used to its best effect.
Conclusion
Taken together, the foregoing suggests that the employees of ABC would stand to benefit most from a company-provided training needs assessment,...
For this purpose, it is recommend that the key personnel in charge of the departments affected by the respective objectives be tasked with developing relevant metrics to determine existing and optimal performance in their areas of responsibility to help formulate an effective training needs assessment for their personnel by ABC's human resources department. In this regard, accomplishing the first objective concerning streamlining product development is felt to directly contribute to the accomplishment of the second objective concerning assuming a leadership role in the industry. Finally, it is recommended that the initial training needs assessment be conducted through an online survey posted on the company's intranet.
References
Bates, R.A., Holton, E.F., & Naquin, S.S. (2000). Large-scale performance-driven training needs assessment: A case study. Public Personnel Management, 29(2), 253.
Bowers, C.A., Braun, C.C., Jentsch, F., & Salas, E. (1998). Analyzing communication sequences for team training needs assessment. Human Factors, 40(4), 672.
Gordon, S.P. (2004). Professional development for school improvement: Empowering learning communities. Boston: Allyn & Bacon.
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