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Training Needs Analysis

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Introduction

HRP047N/C Learning & Development: Context and Practice International Visas Training Report Training Report of International Visas Contents Introduction Training Needs Analysis Training Plan Evaluation Appendixes 1 Organisation Structure 2 Questionnaire 3 Observation 4 Interview Questions Introduction The aim of this report is to critically analyse the organisation International Visas so that a Training Needs Analysis can be completed. The motivation for this will be to enhance learning and development in order to improve the employees' ability to cope with the demands of working in an international organisation. International Visas are a limited company operating in the legal services industry, providing immigration & migration services for individuals to relocate to other countries. The organisation is internet based and was founded in 1994 with a mission to take the stress out of the immigration process. The current process for individuals to relocate to other countries is not only time-consuming but complicated as legislation is constantly changing. Since its inception, International Visas has expanded and is now able to assist clients to obtain visas and work permits. Clients come from around the world but the most popular destinations include Australia, Canada, United States, United Kingdom New Zealand, South Africa and India. In order to assist clients the organisation has a network of offices located in, the major customer territories listed above. Prior to completing a training needs analysis it is important that the organisation is critically evaluated. In order to evaluate International Visas the mission statement, organisation structure, and corporate culture have been taken into account. ...read more.

Middle

"Human resources management relies on policies to encourage commitment, loyalty, a strong culture, shared goals and values. (Cited Guest, 1990) Training needs analysis The investigation of the training needs of International Visas aims to benefit employees so that the organisation can benefit in the future. With the expansion of the network of offices there has been a significant increase in the number of complaints. Although few complaints had no basis, a vast majority identified that the communication with their individual caseworker had been difficult, although when contacted they were satisfied with the service provided. Prior to completing the training needs analysis an investigation of the organisations needs is required. By reviewing the short and long term objectives of International Visas an analysis of job categories is required to ensure that the organisation has the necessary knowledge and skills in which to achieve the objectives. "Even if you measure skills and add them up, you know whether the quantity of skill is enough for your future need" (Cited, Hirsh & Riley, 1998 p138). This is an accurate reflection of employees of International Visas especially when considering the high level of individualism exercised in the organisation culture. Competency and performance management approaches are evident in the organisation culture of International Visas. Despite being evident in the performance management of individuals underlying characteristics are not taken into account in processes, instead a restricted process is used which is currently not fulfilling the clients expectation. "Although structures do not determine the roles of individuals play in an organisation, they do greatly influence them. ...read more.

Conclusion

Participation in the training sessions can be used as an indicator; however this is reliant on the skills of the trainer which is why it does not provide the basis for evaluation. Structured exercises and case studies allow the trainer to identify the method of learning being used by the individuals/group. By giving the group an opportunity to participate in discussions the basis of the case study can identify if they have fulfilled the learning objective. Another stage that can be considered in the evaluation of the training needs analysis is that of level three of Whitelaw and Hamlin's model, which assesses the performance of individuals. Due to International Visas already having strict performance management measures in place, the performance of employees can be assessed against established criteria. In order to incorporate this method of evaluation, time-scales will have to be set over a defined period of six months for the improvements as a result of training being noted. In order for this method of evaluation to be effective, the processes and job role must remain constant with the overall objective being to service clients' expectation more effectively and thus preventing any complaints instead of merely reducing them. Upon completion of training it is anticipated that the employees will be more conscious of their responsibilities and client expectation. Referencing Bee F & Bee R (2003). Learning Needs Analysis and Evaluation, second edition, CIPD: London. Hofstead G (1984) Cultural Consequences, Sage Publications Ltd: London Huczynski A & Buchanan (2001). Organisational Behaviour An Introductory Text, fourth edition, Harlow: Prentice Hall. Reid M, Barrington H & Brown M (2004). Human Resource Development: Beyond Training Interventions, seventh edition, CIPD: London Torrington D, Hall L & Taylor S (2002). Human Resources Management, fifth edition, Harlow: Prentice Hall. ...read more.

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