Question

1. identify four possible consequences of inadequate training or training hat does not meet an organisation's needs or requirements .

2. carry out your own TNA identifying the learning and development needs you could use to be able to do your current job more successfully. if you are not currently employed, carry out a TNA that relates to the skills and knowledge you will need in a job that you hope to secure in the future

3.Training needs should be considered at five levels. state what these levels are and give an example for each

4.why is employee consultation a necessary process when determining learning needs and addressing change (25-50 words)

5.what are the likely repercussions if employees are not consulted ad involved in the design, development and targeting of training or learning opportunities (25- 50 words)

6.Evaluating competencies and continually improving one's skills is the responsibility of everyone in an organisation. comment on this statement (25-50 words)

7.what advantages are there when an individual self-evaluates their competence and identifies what is needed to learn grow and improve knowledge and skills (25-50 words)

8.Technical skills can be taught, but attitude implies habits and habit are hard to change. what do you think this mean (25-50words)

9.how do you think attitude assessment does, or should, impact on an organisation's performance evaluations, its recruitment and selection processes, and on any training programs that might be implemented (25-50 words)

10.who sets the standards for workplace competency (25-50 words)

11.why is it important to have clearly defined standards (25-50 words)

12.identify five learning and development goals and objectives that you hope to achieve as a result of this course. the goals and objectives should relate to competency standards relevant to the industry in which you work or intend to work

Answer 1

1) Consequences of inadequate training :-

a) When employees will not get proper training they would feel demotivated as they wouldn't have goals to be fulfilled. This leads to have reduction in productivity of an organization.

b) Employees would be more stressed out when they would unable to handle the critical job situation and they would also feel ill-equiped to do their jobs.

c) Employees when don't get enough skills through training, they would loose their flexibility and adaptability for different works.

d) Employee turnover would increase as employees would not satisfied with the employment as there is no career growth and development.

2) TNA :-

Training need analysis helps us to determine the gap between the given training to the employees and the actual training needs. So to bridge out the gaps, I need to give training to the employees. It is important to make the employees understand the needs and requirements to complete a particular job so that they won't be confused.

3) Levels of training needs :-

a) Compliance and statutory -

It is important for the employees to understand the privacy principles and other unethical acts. They needs to get training on the understanding of unethical and inappropriate activities and how it would affect the business.

b) Business strategies and goals -

On the basis of goals and vision, employees need to get training so that they can achieve those goals. Suppose when an organization is inclined to innovation and new technology so employees would be encouraged to be more flexible and creative so that they can provide unique ideas.

c) Department and team -

On the basis of each department, employees gets training relevant to that. Some departments are - finance, sales, marketing, operations, human resource etc.

d) Job roles -

On the basis of each and every specific job positions, employees get their training so they can better understand tehir roles and responsibilities. Such as in HR jobs, employees are being trained to select the employees for a proper job on the basis of their skills.

e) Individuals -

In order to perform their job effectively, employees needs special skills to be performed which no other employees do.

4) Reasons for consultation :-

Every employees knows best about their jobs. So consultation helps to understand the needs and expectations of the employees. It can also identify the skill gap with are actually needed to do the job effectively and what the skills they are getting. It helps to gather ideas regarding the training process. Employees would be more motivated and inspired to get training with the help of consultation.

Hope this helps :)