Training Needs Assessment

In: Business and Management

Submitted By bucfan2244
Words 1175
Pages 5
Training Needs Assessment
Inspector General Team
The Headquarters AMC Inspector General has a team of 83 inspectors who go from base to base performing inspections to give the AMC Commander an idea of each wings compliance and readiness.
The team performs many types of inspections; however, the two largest inspections are the Operational Readiness Inspection (ORI) and the Compliance Inspection (CI). During an ORI, airmen undergo evaluations that measure the ability of their unit to perform in wartime and during a contingency or a force sustainment mission while at any deployed location. During a CI the IG assess the wing's adherence with by-law requirements, Executive Orders, DOD Directives, and Air Force and MAJCOM instructions. The team is already fully operational however, because the majority of personnel only remain on the team for 2 to 3 years, keeping trained and certified inspectors is a priority.
Recently, Headquarters Air Force has established new guidance requiring each MAJCOM IG to establish a training and certification program for all their inspectors. Identifying the needs of Headquarters AMC will consist of organization, person, and task analysis. The methods used to collect data will be focus groups, interviews, documentation, and observation. Because the team is already fully operational and budget cuts are affecting all government agencies, training needs should emphasize a concentration strategy focused on development of the existing workforce, skill, currency and reduced operating costs.
Organizational Analysis
The AMC Inspector General Team (IG) is one of many directorates within the HQ AMC staff. As such, the Inspector General reports directly to the AMC Commander. The mission of the IG directorate is to “Improve Readiness and Capabilities through Inspections and Complaint Resolution.” This mission statement captures the two main…...

Similar Documents

Training Needs Assessment Paper

...Training Needs Assessment for Chicago Transit Authority By Tammi Adams Table of Contents Executive Summary___________________________________________________ 3 Background of CTA___________________________________________________ 4 Needs Assessment Design, Implementation and Analysis_____________________5 Recommended Training Strategy and Design______________________________6 Cost/Benefit Analysis__________________________________________________ 8 Training Evaluation Plan_______________________________________________9 References___________________________________________________________10 Executive Summary We here at CTA are committed to providing quality and safe service to our customers which is why we are committed in making sure that all qualified individuals are trained to the highest standard. This training needs assessment is focused on the bus operators of the CTA since they are the public face of the agency. Before any training can begin individuals have to go through series of test to see if a individual is qualified. Once a person is qualified and hired they will start a 4 week training class with qualified CTA instructors. This 4 week training class will consist of classroom work and on- the- road techniques. Once the training has ended the trainee will take a 100 question exam to see how much they have learned though out the training course. In order to the successfully pass the training course the trainee will have to pass at......

Words: 1760 - Pages: 8

Training Needs and Assessment

...Mid-Guard University Training Needs and Assessments Lamaas Lattimore-EL DeVry University MGMT-410 – Human Resource Management Instructor Quovella Maeweather-Spruill November 9, 2012 There was a major board meeting at Mid-Guard University. Internal Audit had just finished there quarterly audit of Accounts Payable and there has been reason for alarm. There appears that policy is not being followed in several of the cases that have been reported. Purchase Orders are being paid without approval signatures. The level of authority is not being verified and the company chart of accounts is not being followed at all. There were several violations of the Travel Policy. Signatures were not obtained from payee’s. Making the reimbursement in the eyes of the law invalid. Payments were made to individuals which is a major violation. The fact that someone performed a service for the University and was oaid without any taxes being withheld is a major violation of the tax laws. Now the amount that qualifies is more than 600 dollars but Mid-Guard strict policy is that no employee of the University shall reimburse a person for their services. The meeting led to the director of Accounts Payable being dismissed from her position. The decision not to overhaul Accounts Payable altogether was the factor of the union putting a stop to the dismissal of the whole department. The Assistant Directors were kept on and are expected to help......

Words: 732 - Pages: 3

Chick-Fil-a Training Needs Assessment and Recommendations Final

...Chick-Fil-A Training and Development Thomas Hunter Clifton Norton Matthew Todd Keller Graduate School of Management Chick-Fil-A Training Needs Assessment And Recommendations Chick-Fil-A opened its first store in Atlanta, Georgia in 1967. It has continued to grow at a steady pace and now has over 1,700 locations across the United States. The popular restaurant has recorded 45 consecutive years of positive sales growth and, “System-wide sales in 2012 reached 4.6 billion.” (Company Fact Sheet, 2014). Chick-Fil-A is still a private, family owned company that offers franchise opportunities to well qualified entrepreneurs. Their growth model is deliberately slow, building on a firm foundation of conservative business practices. The success is attributed in part from the founder’s firm decision to close its doors every Sunday. The idea is that “…all franchised Chick-fil-A Operators and their Restaurant employees should have an opportunity to rest, spend time with family and friends, and worship if they choose to do so.” (Why We’re Closed on Sundays, 2014). The focus for this project is on the Chick-Fil-A store located at 7990 North Academy Blvd, Colorado Springs, CO. This location is used for many of the pilot programs that test the suitability of new procedures and equipment before chain-wide implementation. During an interview with the Director of Training, Brad Beck said about his training philosophy, “99 percent of a successful training program is fitting...

Words: 5525 - Pages: 23

Training Needs

... 1.1Background of the Study/ Introduction: Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner. Training is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training. A training analysis is conducted ultimately to identify what areas of knowledge or behaviors that training needs to accomplish with learners. The analysis considers what results the organization needs from the learner, what knowledge and skills the learner presently has and usually concludes with identifying what knowledge and skills the learner must gain. Usually this phase also includes identifying when training should occur and who should attend as learners. Ideally, criteria are established for the final evaluation of training to conclude if training goals were met or not. Depending on the resources and needs of the organization, a training analysis can range from a very detailed inventory of skills to a general review of performance results. The more complete the training analysis, the more likely that the employee's training will ultimately contribute results to the organization. This report is a Project Report prepared as a requirement for the conclusion of the MBA Program. As per requirement of MBA program of......

Words: 7934 - Pages: 32

Needs Assessment

...Needs Assessment HRM326 June 16, 2014 Needs Assessment Training is an important part for a company and/or an organization. The importance of education is not just with new workers but with managers and supervisors also. Upper management training is just as important for workplace productivity, safety, and satisfaction. Some of the skills that can be improved upper management within a company or organization can be manager communication, employee recognition, and employee motivation. The company or organization must understand that it is not just about conducting training but making sure the training is effective and it works. If the training is not effective and it does not work, then the company or organization needs to make an assessment at the different levels. After the completion of the assessment, the company or organization needs to conduct the proper training. Below are the assessments for Wal-Mart. Needs Assessment for an Organization When a company or organization is not on pace to achieve their goals, (being that of short, medium, or long term) they must take a closer look at the type of training they are conducting. The company or organization should conduct a needs assessment on the company or organization as a whole. Since Wal-Mart is not on pace to achieve their goals, we will discuss the needs assessment process that will be used. According to "Needs = Gaps In Results", Needs Assessments are used to identify strategic priorities,......

Words: 1751 - Pages: 8

Cashier Training Need Assessment

...Cashier Training Needs Assessment Food City Beverly Moreno Park University HR421 Corporate Training & Development Taylor, Debbie G. Cashier Training Needs Assessment Food City Food City is a fast and up and coming competitor in the retail grocery business. Established in 2009, the company’s commitment is to provide excellent customer service while providing low cost to the community. Food city wants to offer their employees the support that is needed to encourage growth, skills, knowledge, and higher performance. Food city wants to stand above the competition to obtain our business objectives by providing training support to all employees. It is the observation of the company that cashiers are the ones most likely to be in direct contact with the customers. This opens the door to communicate and perform exceptional customer service. An immediate area of focus is on the front-line implementing the opportunity to increase customer service, carry out correct codes and procedures, listening and understanding information while using appropriate vocabulary, language and tone. Since customers are our number one priority, development of curriculum is in direct response to increasing demand in the operation for training materials that will target specific application of work related skills. Corporate office has asked for input to create a training program designed for continued, up-to-date materials given the company’s business strategy for......

Words: 1283 - Pages: 6

Needs Assessment

...make sure that each department is focusing on delivering customer satisfaction, that may include “international express, overland transport, and air freight” (Exel, 2011). Since information technology (IT) continues to change and is the number one source of most companies, the Exel organization should incorporate a needs assessment which involves “the process of evaluating the organization, individual employees, and employees’ tasks to determine what kinds of training, if any are necessary into their organization” (Noe, el.tl.2009) Pg.11. Para.1 For example, the use of computers when implementing new and updated software, were sometimes employees lack performance when using. Since deliveries are the major point of this company, training is definitely an essential tool for this company to stay successful. There are several training methods that can be used in this organization; one being the classroom instruction, and computer based training, all of which may include an instructor teaching to a group. For example, management, supervisors, and line-staff could participate in the training. Another method of training would be computer based training, where there is hands-on. “Exel is home to the best minds in the logistics management business. They keep projects on track, and foster a culture of continuous improvement. The result: the constant pursuit of greater efficiencies, exceptional service, and new ideas” (Exel, 2011), keep this company as the number one......

Words: 323 - Pages: 2

Needs Assessment

...and how it was identified? At the end of the training what are the top 5 things employees need to know? * What is it? * How different is it from current plans/service? * How should it be positioned to a customer? * What should the customer experience be? * What is the competitive positioning? * What impacts will their be to systems? At the end of the training what are the top 5 things employees should be able to do (behavior)? What current obstacles prevent employees from doing the above? Please provide 1-2 people who are the Subject Matter Experts in the business and have the expertise to provide us with how to “do it right”? What material is currently available related to this topic? What will determine if this training is successful? Identify Performance areas. Clarify and define success. Establish the data points. What is the Impact to: C E O What is the expected value added to the business by adding this new skill/ tool? What will be expected of the employees leader prior to and after the employee completes this training?(meaning any prep work or reinforcement a leader would provide to someone) Does this audience(s) have any restrictions for training? (scheduling, training environment, etc) Are there any training methods that are ineffective for this audience? And why? What needs to take place before training occurs? What needs to take place after training? (knowledge check, reporting, etc.) What plan is...

Words: 341 - Pages: 2

Training and Assessments

...Training and Assessment Shamale Williams HCS/341 September-29-2014 Dorothy Cucinelli Training and Assessment Training in the health care industry involves a variety steps such as assessment, development and conduct of training and evaluations (Gómez, Balkin, & Cardy, 2012, p. 278). Training and assessment in the health care industry involves skills training, peer training, customer service training, creative training, crisis training and literacy training (Gómez, Balkin, & Cardy, 2012, p. 269). Employees in the health care industry require training and assessments on a daily basis to ensure they are properly functioning in a position. Training in the health care industry is essential for patients to receive excellent health care services and for the organization to be successful. Training helps staff members to provide a variety of care throughout different types of health care organizations, such as urgent care centers and neighborhood medical clinics (Mayhew, 2014). The overall process of training in the health care industry is to provide employees with specific skills needed to perform effectively in a position (Gómez, Balkin, & Cardy, 2012, p. 258). Importance of Training and Education in a Health Care Setting Training and education is important in a health care setting because it helps health care providers to protect and provide patients with proper health care services, which helps staff members to avoid making medical mistakes and......

Words: 2226 - Pages: 9

Needs and Assessment

...Need is an important concept in social work and it is sometimes difficult to define. According to the Oxford dictionary, ‘need is defined as requiring something because it is essential or very important rather than just desirable.’ Doyal and Gough (1991), define need in terms of physical survival and personal autonomy. However, some would argue that there are basic needs for economic and physical security, accommodation, food, clothing and social relationships that must be met in a civilised society but there is a relative dimension to need also. Therefore, what is seen as adequate in terms of meeting basic needs and the means through which they can be met, will vary over time, both historically and over the life course, as well as across different cultures. These definitions has led to focusing on two different approaches to understanding the concept of need. The first is Abraham Maslow’s hierarchy of needs (1943). Maslow’s hierarchy is commonly displayed in a pyramid fashion, with the basic needs at the bottom and the higher needs at the top. The needs were depicted in this way to show the significance of each need on the others, with the most significant and broadest category being the physiological needs at the base (Redmond, 2010). Maslow’s Basic-Order Needs: Physiological needs are basic needs that are necessary for one’s survival, such as food, oxygen, shelter and sleep. These needs must be met before moving to satisfy needs higher in order. Safety needs includes......

Words: 1195 - Pages: 5

Needs Assessment

...Needs assessment A needs assessments is a process for determining the needs of the organization and establish the weaknesses or gaps between current conditions, and the desired conditions. Addressing first, the environmental analysis of the firm where we can understand the economy, and laws behind the environment. Then we move onto the organizational, demographic, operational, and individual analyses. Environmental analysis of the type of organization along with the area in which it has plants to expand are key objectives in developing a needs assessment for Clapton Commercial Construction. Understanding the current laws in Detroit Michigan that Clapton Commercial Construction already adhere too will go a long way in developing a needs assessment in this area. After taking current State and Federal policies and adjusting them to work with Arizona’s policies Clapton Commercial Construction will have a better understanding of what needs they have. In any environmental analysis there should be a SWOT, or PEST analysis done. These tools help the organization understand and address strengths, weakness, opportunities, and threats the organization may be facing. Which laws and which policies have the most impact to the new location. An environmental analysis is used to develop a long-term plan for all areas of the needs assessments. Organizational analysis helps us evaluate performance within the current system. A construction company has a larger need for safety, for example......

Words: 435 - Pages: 2

Needs Assessment

...Diabetes affects 2.5 million Hispanics, and Type 2 diabetes especially effects young Hispanics. Over the past ten years the rate of obesity among Hispanics has had a two-fold increase. (Health behaviors) My needs assessment was conducted using a survey instrument. The survey was given in February 2015 to undergraduate students at Montclair State University. I distributed surveys to fifteen Montclair State University undergraduate students of Hispanic origin. Individuals completed questionnaires assessing health behaviors (dietary fat, fruit/vegetable, dairy, and meat consumption), in addition to demographic and psychosocial measures. The average age of participants was 19 years old, 53% female and 47% male. This survey generated significant insight into the current and future fat behaviors of these graduate students. Findings indicated that there are high risk fat intake behaviors with Hispanic college students and suggest an intervention should conducted. a. Obesity rates are very high in many ethnic groups, especially Hispanics. The fastest growing group to enter college are Hispanics. 76.9% of Hispanics are overweight or obese in the United States. “Hispanics are less likely to seek evidence based treatment for weight loss ?(multiple health behaviors). The results of my survey showed that the major health issue with these participants is a high fat intake diet. Most participants had a very low green vegetable intake score and a high fat intake score. The survey......

Words: 913 - Pages: 4

Needs Assessment

...of questionnaires, interviews and observations to conduct what is needed in the assessments. -Questionnaires: This will be an assessment where they will be anonymous. This will hopefully allow for the people who do not want to come forward to give their input on the subject without being identified. - Interviews: By interviewing people who could possibly be involved and alumni who have taken similar course I should be able to identify areas that need major improvements along with areas that seemed to work well but might need slight improvement. -Observation: This will give me the ability to see in action what is working and what is not. By observing the class and what is happening daily gives great insight on what to improve and what might need a complete overhaul. I can also observe how this will work in a professional environment and what might need to be changed depending on the environment, community and possible employment. 2. When it comes to patient care many people seem to forget that little things that mean so much to the patient. As asking how their day is or if they have any fun plans for the weekend. When asking people what they thought was needed the number one answer I got was compassion. As healthcare professionals who see a lot of patients daily the compassion part sometimes gets missed. By having goals to help the students understand the difference in people, their needs and the simple compassion will go a long way. 3. Question I would ask......

Words: 664 - Pages: 3

It Needs Assessment

...Informatics Needs Assessment Susan Hauck University of Phoenix HCS/482 Health Care Informatics Lynn Bertsch April 4, 2016 Informatics Needs Assessment A needs assessment is simply a systematic approach to assessing how an organization can operate more effectively (Hebda, 2013). Efficiency enhances quality of care and saves money in the long run, but if the wrong Electronic Health Record system is selected it will cost the organization time and money (Carter, 2015). Anyone who is organized and detailed orientated can orchestrate a needs assessment (Carter, 2015). Needs Assessment Why and How A needs assessment bridges the gap between the current state and the organizations strategic plans (Hebda, 2013). Keeping in mind that not all problems can be solved using the EHR (Lorenzi, Kouroubali, Detmer, & Bloomrosen, 2016). In addition to the EHR the organization should assess policies, employee training and other resources as solutions (Lorenzi et al., 2016). Additionally, an assessment of the organizations readiness to change and the personnel’s ability to accept and apply new technology are important. Key to implementing a needs assessment and purchasing an EHR is assigning an innovative person that is able to visualize the future improved by the right EHR, that person is called the Champion (Lorenzi et al., 2016). The Champion will help lead and organize the Steering Committee, a select group of personnel with varying levels of education to purchase...

Words: 767 - Pages: 4

Gung Ho Training in Organization Need Assessment, Development, and Evaluation

...Gung Ho Training in Organization Need Assessment, Development, and Evaluation Peer Shmelzer-Moratin MGMT 3441 HPU Term 2 2012 Gung Ho is a 1986 Ron Howard comedy film, released by Paramount Pictures, and starring Michael Keaton and Gedde Watanabe. The film's story portrayed the takeover of an American car plant by a Japanese corporation. While it might seem like just another fun movie to watch on a Friday night, it is actually a great movie with great lesson to teach to those who underestimate the power of training. Training is defined as the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment (Goldstein 1). The above movie is great example of how training can lead to much better results and performance. Irwin Goldstein, a leader in the training field, teams up with Kevin Ford and wrote "Training in Organization” to provide readers with a framework for examining and establishing viable training programs in education, business, and government. Capturing the excitement of training research and systems issues, the author discusses training as it occurs in real organizations. In their book they present different types of training programs and their effectiveness, ways in which training needs to be assessed and evaluated. With today’s technology the concern for utilizing training systems and developing new ones increase. Trainers are struggling with how to work with teams. The movie Gung Ho......

Words: 2482 - Pages: 10