Benefits of Training Needs Analysis (TNA)

Benefits of Training Needs Analysis (TNA)Improve the process which results in spending less time to fix the employees mistake and the information cab be accessed faster than beforeReduce the cost which is used to pay for stave turn over and recruitment. In addition, when the staffs work more efficient, it will increase the productivity as well as the money paid for maintenance.Enhance the lolly by increasing the sales and improving customer satisfactionIncrease staff satisfaction because when the staff knows that the employer is investing in them, they will be happier and substantiation longer in the organisation. Furthermore, during the teach, the staff can develop their leaders and communication skills which can be use in the job.According to Blanchard et al. (2010para. 1), there are dickens approaches to TNA which are called proactive and reactive.The proactive TNA focuses on foreseeing the performance problems which may occur in the future in the company. Therefore, the strat egic plan can be created and applied to help the employees handle these changes (Blanchard et al. 2010 para. 2). For example Heinz, a food manufacturer, when they decided to use a laster technology to produce the ketchup, they did the training before the juvenile forge was bought.In the proactive TNA, the manager will withdraw to conduct three analysis (Blanchard et al. 2010 para 5), they includeThe organisation analysis the proactive begins with the plan in order to help the organisation adapt the expected changes and new objectives.Operational analysis by collecting information on the current and future tasks to severalize the KSAs required to perform effectively in different areas.Person analysis the evaluation can be identical for the proactive and reactive, and the provided information must be applicable.The reactive TNA (leopard learning.com n.d on telephone circuit) focuses on pick outing the current problems in the job performance and determine if the training is im poverishmented. Example may include new technology, high staff turnover, high accident rate, increasing customer complaints, and poor management practices.In the reactive TNA, the organisation analysis, operational analysis, and person analysis are also conducted, however it barely focuses on one particular department or the issue on a particular part of the job (Blanchard et al. 2010 para 16).Employers do not inescapably exact well-trained employees. I know that may sound like heresy coming from someone employed in higher education, but what employers truly need is employees who perform well. Training is one way to attain desired performance, but its not the only way ( Stetar, 2005, online)The TNA can be conducted by the following go (Flinders University, n.d. online)Step 1 Analyse the jobBefore the TNA is conducted, it is important to understand the job by collecting the information which can be based on the job description. All these resources will provide information about t he job responsibilities, knowledge and skill required to perform efficiently.Step 2 Identify the fractureThere are many methods which can be used to identify the gap. However, the managers have to choose which method will be used and how. Moreover, they need to check out that the information is useful, correct and complete.Three main methods can be utilised by the managers in the organisation (Anthony et. lc 2002 p. 210-211) includeObservation in this method, the managers will detect the employees performance to see if they are doing their jobs well. In order to ensure this method is productive, the check list should be used.Interviewing by using this method, it allows the managers to meet their employees face to face, and then they can have a chance to understand the companys situation as well as the employees themselves.Questionnaires if this method is used, all possible tasks that are presently performed must be listed. The advantage of this method is that the managers can in clude everyone and does not need to travel or spend time with each of them.Each of the method has its gain however the manager should never be dependent on one method. Therefore, they should be combined and use together.Step 3 Decide the training dissolvers formerly the gap is identified, the training solutions should be undertaken to find the best way which can close the knowledge or skill gaps. The training can be do by using different options such asOn the job training, one on one training during the work timeThe managers or old employees becoming a mentor to any employeesImprove the skill and knowledge through college, university or technical school educationJob rotation contend online trainingThe training can happen in a short term or long term course. However, the time and cost will forever need to be considered.Step 4 Evaluating the result after trainingAfter training the result has to be checked to see if the gap has been closed(a) and if it was accomplished byAsking t he staff member to perform on the task which they are trained onLooking at the product line to determine if there is still neglected skills or knowledgeConclusion and RecommendationIn conclusion, the TNA is a process which can be used to identify the skills and knowledge gap in order to close it (Drummond 1991, p. 4). In addition, it can happen within a short term period or over a long term plan by using the proactive and reactive TNA on the level of organisation, operation and individual (Blanchard et al. 2010para. 2). However, according to Bill Stetar (2005, para. 4), training is not always the only solution because the employers may need the employees who can perform competently.My goal is to become a hotel manager.Hotel managers (Baxter 2010, para 1) are muckle whom channelise the room rental businesses and manage staffs within the hotel. The duties can be varied depending on the size and type of the business. However, the following requirement is normally compulsory to be met .Know how to manage and maintain the facilitiesAbility to observe and supervise the employees performanceUnderstand and work efficiently in different areas in the hotelHave a strong leadership skill to allocate the staffBe able to solve and anticipate the problemsHave good communication skill which can be used to handle the customer as well as the employeesHave four years experience in the hotel industryGraduate from a university with a recognised qualificationPlan in advance to maximize the profit and monitor the expensesDeal with suppliers to get products with good qualityKnow how to deal with people who are from different backgrounds, race and belief.Good computer skillThe skills and qualification which I currently possessed areCertificate IV in cordial reception (Commercial Cookery), therefore I have a knowledge about food and services in the restaurantHigher Diploma in Accounting, which can be useful for budgeting and financial managementBe able to monitor and maintain the fac ilities in the premisesComputer skillHence, the skill, knowledge and qualification that I need to achieve in order to become a hotel manager areComplete a Bachelor in Hospitality Management course at university or collegeGood communication skill will be requiredDevelop the leadership skillHave experience in the hotel industry trouble solving skills to help the business run smoothly and deal with customersInteraction skills to manage and deal with the staffDecision making and planning skillsWhen the gap is identified, the solution must be carried out.To obtain the qualification for hospitality management, it can be done in The Hotel School Sydney which is located at 117 Macquarie Street, Sydney NSW 2000. They offer a new course in February, 2011 with a tuition fee of 18,000 Australian dollars (The Hotel School Sydney 2010 online). In the course, they provide the knowledge about food and beverage operation, tourism and hospitality management, problem solving, decision making, leadersh ip skill, and room operation. In addition, during the course, the student will have a real life experience by studying and running(a) in the hotel. As a result, it will be an opportunity for me to obtain the qualification as well as improve my communication, problem solving and leadership skill.Moreover, by undertaking the conflict management course at ACS Distance Education, they teach skills that deal with conflict which is very useful for a hotel manager. The fee is 726 Australian dollars for 100 hours (ACS Distance Education 2010 online) and I can study this course online. Furthermore, in order to gain more experience in hotel industry, I need to work for a small hotel first because in a small hotel I will learn how to operate a hotel and then move on to a bigger hotel.