The paper 'Managing Staff Development at Ritz-Carlton Hotel Company ' is a perfect example of a Management Assignment. The aim of training needs assessment is to identify performance requirements or needs within an organization in order to help direct resources to the areas where their usage will be optimized (AbdulAziz & Ahmad 2011). The assessment would enable the management to identify areas of flaws as well as ways of improving workers to better fulfill company goals and objectives and enhance the quality of services. Establishing a training and development program must always be preceded by a needs assessment process to ensure that the training matches staff requirements.
It is the foundation for determining the instructional objectives that need to be fulfilled, how the program will be designed and implemented, and how to undertake an evaluation of the training provided. Training and development interventions form a continuous cycle that always begins with a needs assessment. There are a number of strategies that can advise the management of the specific development needs of staff members. One area to focus on is staffing inventory. This involves looking at the combination of skills that the workforce possesses (Bonache & Zá rraga-Oberty 2008).
Out of this analysis, it is possible to identify skills and competencies that are required within the company and take necessary measures by training the employees. Sometimes those skills could be present but only with few employees. The management takes the initiative of training more workers through a system of nurturing or on the job training. In some circumstances, the existing workers with sought for skills could be trained to become teachers to their colleagues in a train the trainer program. The management also seeks to establish need s for succession planning.
An evaluation is done to determine if the workers who are leaving the organization are carrying with them the skills and expertise that are not passed over to those who take over from them (Al Ariss & Ö zbilgin 2010). The same case should apply when employees get promoted. They should occupy positions for which they have the necessary capability to handle their new roles. Those who take up their positions should also be appropriately trained to ensure that service delivery retains its standards despite movements. Assessing development needs would also look into inventory skills, both that are currently available as well as short and long term needs.
Take observations for employee behavior and note areas that they need to improve on. This can also be done by doing attitude surveys. Customer complaints provide a wealth of information on the performance standards of the workforce in a service company. When turnover rates are high, this is a suggestion that something is wrong within the organization. In such a case it would be important to document reasons given by employees who quit their jobs. Development needs can also be ascertained through individual analysis.
Every worker is analyzed in terms of how well he/she is doing the job and then determine which employees need training and what kind (The & Sun 2012). A number of sources can provide information on the performance of an individual. One means is undertaking performance evaluation to identify weaknesses and areas of improvement. Another area of interest is performance problems where the productivity of an employee is assessed against aspects such as absenteeism, customer complaints, service quality, and equipment utilization.
Performance Analysis Flow Diagram enables management to identify performance discrepancies at both individual and small group level.
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