AC PLC-Training Needs Analysis

AC   PLC.  The company has recently invested in forty new lathes that require heavy investment in technology. This investment has also made the company to attract the watch and clock part dealers market. However, its existing staff is not well versed with IT skills. The sales and marketing team is also not well versed with the watch and clock parts market. The board of directors should, therefore, conduct training needs analysis, to identify these training gaps within the organization, use the best theory of adult learning to incorporate learning into the organization and recognize any barriers that may impede learning: A PREVIEWORDER YOUR PAPER NOW

As defined by Burke (2007, p. 264), training needs analysis the process of conducting an investigation on the training needs of the organization. It aims at determining whether there are certain areas where the employees need to be trained in the organization. In this report, the methods of conducting training needs analysis, their advantages, and limitations, theories of adult learning and barriers to effective training have been discussed. Some important methods of conducting training have also been laid out.

Methods of Conducting Training Needs Analysis.

            The BOD should use appropriate methods to conduct the assessment. This will ensure that sufficient information relating to the employee training needs is obtained. The BOD can use the following methods:


Surveys are forms created in the form of questionnaires and given to a specific group of people to fill and return within a specific period. Surveys are always recommended as they contain both closed and open-ended questions, (Fleck, 2014). The BOD can use surveys to evaluate the training needs of the organization by developing questionnaires. This method is simple and easy to conduct.


Surveys are simple and easy to conduct: it only consists of structured questionnaires given to employees to fill


They require skill and time to create: According to Smith (2007, p. 525), the efficiency of surveys depends on the person who created them. If the BOD does not employ experts to create the surveys, then they may be inefficient. It is also time-consuming to create questionnaires.

There might be low response rates: Some employees may not return the survey forms, making it difficult to derive convincing information about the training needs. Some employees may also give inaccurate responses that do not satisfy the needs of the organization, (Philips, 2016). In the case of Ac PLC, some employees may not return the survey forms, fail to fill them or fill them inaccurately: END OF PREVIEWORDER YOUR PAPER NOW

error: Content is protected !!