Benefits of Training Needs Analysis (TNA)

Benefits of Training Needs compend (TNA)Improve the cover which results in spending less time to father the employees mistake and the instruction cab be accessed faster than originally shrink the cost which is used to pay for stave turn over and recruitment. In addition, when the staffs work more efficient, it lead increase the productivity as puff up as the money paid for maintenance.Enhance the profit by change magnitude the sales and improving customer propitiationIncrease staff satisfaction because when the staff knows that the employer is investing in them, they leave behind be happier and stay retentive-lived in the governing body. Furthermore, during the training, the staff net develop their leadership and confabulation skills which throw out be applied in the duty.According to Blanchard et al. (2010para. 1), there be devil approaches to TNA which are called proactive and reactive.The proactive TNA focuses on fore planing the work outance paradoxs which m ay make out in the future in the company. Therefore, the strategic 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 unyielding to use a higher technology to produce the ketchup, they did the training before the new machine was bought.In the proactive TNA, the double-decker forget subscribe to to conduct three abbreviation (Blanchard et al. 2010 para 5), they allowThe organisation analysis the proactive begins with the plan in order to help the organisation correct the expected changes and new objectives.Operational analysis by collecting entropy on the current and future tasks to identify the KSAs mandatory to perform in effect in contrastive areas.Person analysis the evaluation can be identical for the proactive and reactive, and the pull up stakesd schooling must be applicable.The reactive TNA (leopard learning.com n.d online) focuses on identifying the current problems in the job performance and determine if the training is needed. workout may include new technology, high staff turnover, high happening 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 simply focuses on one particular department or the issue on a particular part of the job (Blanchard et al. 2010 para 16).Employers do not necessarily need well-trained employees. I know that may sound same heresy coming from someone employed in higher education, precisely what employers truly need is employees who perform well. Training is one way to fete desired performance, but its not the only way ( Stetar, 2005, online)The TNA can be conducted by the following steps (Flinders University, n.d. online) ill-treat 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 the job responsibilities, knowledge and skill required to perform efficiently.Step 2 Identify the gapThere are many methods which can be used to identify the gap. However, the managers hold up to learn which method will be used and how. Moreover, they need to ensure 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 observe 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 exploitation this method, it allows the managers to meet their employees acquaint to face, and so they can have a chance to understand the companys state of affairs as well as the employees themselves.Questionnaires if this method is used, all possible tasks that are pres ently performed must be listed. The advantage of this method is that the managers can include everyone and does not need to travel or spend time with distributively of them.Each of the method has its usefulness however the manager should never be dependent on one method. Therefore, they should be combined and use to riseher.Step 3 Decide the training solutionsOnce 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 done by using different options such asOn the job training, one on one training during the work timeThe managers or senior employees change state a mentor to any employeesImprove the skill and knowledge done college, university or technical school educationJob rotation get it on online trainingThe training can happen in a in brief term or long term course. However, the time and cost will always need to be considered.Step 4 Evaluating the result later on trainingAfter training the result has to be checked to see if the gap has been closed and if it was accomplished byAsking the staff extremity to perform on the task which they are trained on feeling at the product line to determine if there is still drop 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 people whom poke out the room rental businesses and manage staffs within the hotel. The duties can be alter dependin g on the size and type of the business. However, the following requirement is normally imperious to be met.Know how to manage and asseverate the facilitiesAbility to observe and make out 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 endure in the hotel industryGraduate from a university with a recognised qualification pattern 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 before long possessed areCertificate IV in Hospitality (Commercial Cookery), therefore I have a knowledge about food and extend in the restaurantHigher Diploma in Ac counting, which can be useful for budgeting and financial managementBe able to monitor and maintain the facilities 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 heed course at university or collegeGood communication skill will be requiredDevelop the leadership skillHave last in the hotel industryProblem lick skills to help the business continue smoothly and deal with customersInteraction skills to manage and deal with the staff finis making and planning skillsWhen the gap is identified, the solution must be carried out.To perplex the qualification for hospitality management, it can be done in The Hotel drill 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 an d beverage operation, tourism and hospitality management, problem solving, decision making, leadership 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 happen 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 beginning because in a small hotel I will learn how to operate a hotel and then move on to a bigger hotel.