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Training And Development. The aim of this report is to have a complete understanding of how a training or learning needs analysis is to be conducted and why it is important for organisations to move towards the learning organisation.

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Introduction

London Metropolitan University - Coursework Coversheet Part 1 - To Remain with the Assignment After Marking Student ID: 09046534 Module Code: HR3006N Module Name: Training and Development Component: 001 Description: 3000 Word Coursework Module Leader: Kiran Kalsi Due Date: 02/Dec/2011 Group Number: S2 Please enter tutor name: Kiran Kalsi Guidelines for the Submission of Coursework 1. Print this coversheet and securely attach both pages to your assignment. You can help us ensure work is marked more quickly by submitting at the Undergraduate or Postgraduate Office located where your module is taught. You are advised to keep a copy of every assignment. 2. An email receipt will be sent to your university email address on submission of the coursework at the Undergraduate or Postgraduate Office. 3. You may submit work through the out of hours drop-box at the Undergraduate or Postgraduate Office. A receipt will emailed to your university email address within 3 working days. 4. Coursework deadlines are strictly enforced by the University. Work may be submitted up to 10 working days after the deadline (NB - where the late coursework deadline falls within the University's Christmas and Easter vacations periods, a generic deadline is set by the University), however please note - if the mark for the late work is required to pass the module, the module will be capped. See http://www.londonmet.ac.uk/coursework-exams. 5. You should not leave the handing in of work until the last minute. Once an assignment has been submitted it cannot be submitted again. Academic Misconduct: Plagiarism and/or collusion constitute academic misconduct under the University's Academic Regulations. Examples include: making available your work to other students; work produced in collaboration with other students (unless an explicit assessment requirement); submitting work, taken from sources that are not properly referenced, as your own. See: http://www.londonmet.ac.uk/academic-misconduct. By printing and submitting this coversheet with your coursework you are confirming that the work is your own. Group assignments only: please enter student ID numbers for all group members in the box below. 1. 2. ...read more.

Middle

The job consists of a large number of different tasks. Not all tasks are equally effective to perform the job. The minor tasks do not need training or guidance. However, the job is changing in content that needs a continuous establishment of tasks, skills, knowledge, and standards of performance (Wellens, 1970 cited in Reid & Barrington, 2007). Problem-centred analysis - There are no attempts made to produce a description or specification on the whole job or any tasks. This is usually used by small firms where analysis is based on a difficulty at a job that needs to be trained on. The Job The Job chosen is for one of the best international photographic brands in the world; Canon Ltd. The job title is 'Retail Support Representative' (RSR). The full job-description is attached at the end of this report. This section will touch on the key responsibilities of the job. It will be done by using the same type of analysis that is described above. The purpose of the job as described by the job description is "to represent Canon and support retail accounts in the promotion and sales of Canon products through the implementation of Canon/retail initiatives. Feedback market intelligence as required to assist Canon Consumer Imaging". This sentence is basically a brief of the key responsibilities. By looking closely at the key responsibilities will determine what the best type of analysis is to be used. The key responsibilities are: 1. Demonstrate and sell Canon products 2. Proactively engage customers and in store colleagues with Canon products and Technologies. 3. Utilise and promote Canon marketing offers to close sales and add value. 4. Merchandise the store, utilize POS and share Presenters with store staff and/or management. 5. Conduct product sales training with in store colleagues with passion. 6. Provide feedback on market information / competitor activity / store issues. 7. Represent Canon at ad hoc events depending on RSR availability 8. ...read more.

Conclusion

job behaviour level - this is based on the job performance of the learner; and (4) result level - which concentrates about the impact the event had on the organisations performance in sales, productivity, and also the costs of the event. For this job the most effective evaluation would be the last two models. The purpose of this job is to increase the sales by selling and by raising brand awareness among in store staff. In order to measure the sales and the performance of the staff, there is an evaluation method needed. This can be done by comparing the sales figures of the store before the training and after the training. This can be done quarterly, semi-annually, or annually. Annually is seen as the most reliable timing as the season of the year will be the same. However, training interventions must be conducted more than once, perhaps three or four times a year, in order to keep up with the knowledge. Another way for measuring is making a questionnaire with for the trainees that reflect their knowledge. Conclusion Learning interventions are based on the business needs that an organisation is going through. Those business needs can arise from different factors such as external factors that is driven by the economy, technology, social, and politics. These changing environments have a huge impact on organisations, which they do not control. Internal factors are as significant as other factors. Social and organisational culture change can lead to business needs for change in order to survive among the competitors. Therefore, a training/learning needs analysis is needed in order to identify the business needs. There are various types of analysis that an employer needs to carefully select from to ensure the right job analysis is been carried out. This job needs a key-task analysis before planning and conducting a learning intervention. Finally, an evaluation method has to be present in order to measure the effectiveness of the learning event. This is crucial for the future to see what has been done right or wrong and what can be done to improve it. ...read more.

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