Talent Development and Sustainability

General Methods of identifying training needs

According to the scenario of Amiproven Ltd, the main aim of the firm is to improve quality, reduce waste, and encourage innovation and sustainable practices throughout the business operations. Ruth Elliot recently joined as the Human Resource Development (HRD) Manager of the company. She recognized that training is required in every department of the company. She used several ways to identify the need for training for their employees:

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Performance Appraisal

This is the way by which HR managers can differentiate between skilled labor and insufficient employees who need training. This can help in the identification of the required type of training. The given case depicts that Amiproven is facing the problem of placing untrained employees on technical jobs. HR manager witnessed the incident caused by an insufficient operator who was using technical equipment without any knowledge of the same and therefore met with an accident. It indicates that employees working have insufficient knowledge about their work. This requires providing the best training to employees so that the company can avoid such types of accidents and also ensure capable workers (Methods of Training Need Identification - Performance Appraisal, 2016).

One-to-one Interviews

By this, they reach to every person and get to know about their efficiency. Based on their efficiency, jobs are assigned to have effective work. Information is gathered by them and then training programs are organized accordingly. Already company is initiating the activities by organizing one-to-one meetings. This deed builds up the confidence of employees and makes them effective workers. This will help Amiproven Ltd. to achieve its four-point plan sooner.

Focus Groups

This way will help HR to give multitasking training to their employees. In this, Amiproven can organize meetings of individuals who have a common interest in switching their jobs. Amiproven Ltd. organizes meetings regularly which helps them to interact with their employees. That helped the cited company manage individual training and development plans and meet the desired position.

Observation Method

HR manager can also identify training needs by only observing their employees. Through reviewing employees, the company can get to know about the type of training required for inefficient labor (Harris and et.al., 2014). By the observation method, HR came to know that only a single department ensures that the vacant positions are filled regularly without any default. Staff are available to overcome the duties at the required position. HR has to ensure the same for other departments of the company as well by observing the key employees and required positions.

Views of line Managers

They know about how their subordinates are working and what type of training is required of them. Inputs gained by line managers can help HR managers in the identification of needs. Amiproven Ltd. is, again and again, organizing meetings of subordinates to managers and managers to management. These are held every quarter. This enables the higher management to get to know the brighter and weaker employees of the organization. This information can help them in organizing effective training programs for weak ones.

Analysis of job difficulties

Every individual does not possess the same efficiency in diversified fieldwork. They find it difficult to work in a wide-ranging area without any training. If the HR manager wants to meet these issues of employees then they can program their training accordingly. As in this scenario, the HR manager had to point out some of the issues which are of the process of borrowing more candidates. In this, staff members do not have diversified training so they lack their efficiency in another field. This can help Amiproven Ltd. to get to know about the problems that are faced by employees. By that, they can make problem-solving plans for their employees. This can also help Amiproven Ltd. and the HR manager in identifying the needs and areas of training for their employees.

CIPD

The learning and development is part of CIPD (Chartered Institute of Personnel and Development) which is leading global standards for the best practices in HR. The clear and systematic identification of learning and development needs is a key feature of ensuring effective learning provision to identify the training needs. However, the process can be a rigid exercise unless it is aligned with the organizational requirements. The need for organizational training needs means Human Resource professionals must act quickly to deliver the learning needs analysis when required. The process demands an appropriate mapping of organizational needs linked with learning to the desired business outcomes. If a company uses a RAM model that focuses on relevance, alignment, and measurement, it can also help to ensure that the learning needs analysis does not become too inward-focused but maintains a clear focus on their business improvement (Beevers and Rea, 2013). Along with that, with other human resource areas, the company should also be aware of the increasing use of the talent analysis approach which should be used systematically. This can provide new data and insight for identifying the learning needs of individuals and organizations.

Identify key training requirements of Amiproven Ltd.

The senior management has announced the organizational objectives for the next five years which named as “Four Point Plan” and the objectives include quality improvisation, wastage reduction, and encouraging the reward system. It also ensures processes and practices are sustainable in the business operations. For this, the Human Resource Development (HRD) Manager has made a human resource plan to overcome the training requirements. The managers have also used CIPD standards to analyze the learning and development needs to know the skills and knowledge of human resources. This can be done through formal and informal assessment. The key training requirements of Amiproven Ltd are as identified.

Succession planning

There is a decreased workforce in organizations in which staff are quitting their jobs and managers are notling their positions. The recruiting process is also not taking steadily to increase the workforce. Succession planning is a major issue in the organization. In this, the HRD manager should take action on it as soon as possible.

Insufficient experience

The employees in Amiproven Ltd. are less experienced and don't know how to use the equipment because that employee works in another department. Through which accidents are happening in the organization which should be reduced. This is an issue for the organization and the management should need training requirements.

Data recording

The organization does not keep a record in which it shows the employee's lists with their handling of equipment so that they handled particular equipment with more capability. The employees have no knowledge about each piece of equipment and about the person who is handling that equipment. So, for this, they need training requirements for their workforce.

Less motivation

There are less motivated employees in the organization and they are not telling their new ideas to the management. Through which the knowledge they are having will not come forward and will not share their views. The employees have tactic knowledge but are unable to share it with the management because of the different attitudes of the management. This provided a need for training requirements in the organization.

Lack of computer skills

The workforce has less computer knowledge through which they can't access the computer and they don't retrieve the data of the departmental targets which are stored on the computer. Because of this, departmental targets can't be verified on the computer system. To establish this, training needs are the requirement for Amiproven Ltd.

Appraisal system

There is a minimum appraisal system that operates in a year so the training needs are less discussed. In the appraisal system, there are fewer rewards given to the employees for their performance which is a major issue. So for this, there should be proper training requirements in Amiproven Ltd.

Irregular meetings

In the organization, there are no regular meetings are happening in which training needs are developed. By this, the organization is unable to handle the training requirements that are needed in the organization. Supervisors and staff meetings are done every quarter which affects the organization as well as their workforce. So for this, training needs requirements should be identified.

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Recommendation on the training and development interventions to meet the needs

There are four departments in the organization which include order assembly, HR department, stock control, and maintenance department. For this, the HRD manager has developed a plan in which various organizational objectives are referred to meet the requirements of the training and development needs. The manager also uses CIPD's model which is the RAM model to give relevant, aligned, and measured recommendations to Amiproven Ltd. Various training needs requirements are identified and for that the recommendations on the training and development interventions to meet the needs are as follows.s

Succession planning

In this needs, there are two problems which are employees quitting their jobs frequently and the recruitments are not done thoroughly. After analysis by the HRD manager, it found that if the staff is resigning or getting promoted, their position is vacant and is not occupied. The recommendations for this are to identify the key position and key employees in Amiproven Ltd and try to ensure that the position gets fulfilled if any employee gets promoted or left. For this, HRD manager should develop their management and have regular checks on it so that they can increase their workforce and for this they have knowledge.

Insufficient experience

The employees have less experience in the organization with the various equipment because they work in different warehouses. It is suggested that the workers who worked in the different warehouses know the different equipment of the organization. This is because in time of busy schedule or in the time insufficient workers, they can handle it properly. So the organization should provide proper training to their workers to know about the various types of equipment. For this, they should acquire certain skills to manage the procedures and by this, the employees will enjoy the new changes in the work.

Data recording

The company should record the various data related to the machines and equipment which includes the record that shows which employees are trained for the particular equipment. The recommendation for this issue is that the organization can develop the app on the Smartphones of employees so that anybody can see the particular trained employee's equipment. These suggestions can help them to be skilled in various departments and different machines and they can access them easily.

Less motivation

The employees are less motivated in the organization because all employees have different attitudes and they are unable to share ideas and implied knowledge. The management should motivate them by giving good incentives, bonuses, rewards, etc. to increase their productivity and performance which will increase their profitability for the organization. The company should provide full training to their employees and motivate them to share their knowledge and ideas with them which will benefit the organization as well as the individual employee.

Lack of computer skills

The other issue is the lack of computer knowledge which it difficult for the HRD manager to identify the departmental targets. The company should provide computer courses for their unskilled employees who are unable to use the computers. HRD managers should first well well-skilled and easily accessible to the various computer programs. Amiproven Ltd should announce seminars and conferences for their employees so that they can benefit from them. This will help them to reduce wastage and overproduction.

Appraisal system

The appraisal system is quite weak in the organization. The recommendation for this is to increase their evaluation of the appraisal system from once a year to quarterly. This is because the managers will able to meet the performance targets and discussed various needs of the training and development. It also suggested that in the appraisal system, various innovative awards are to be used to motivate the workforce to give their best performance and meet their goals and targets.

Irregular meetings

The meetings that are conducted in the organization are not done regularly by which training needs are fulfilled. The recommendation for that is to organize regular meetings in which quarterly employee evaluations can be done. The organization should also consider the personal objectives of the employees. This is because; if personal objectives get fulfilled then employees automatically will give better performance to the organization.

Evaluate the interventions that have been recommended so that their impact may be assessed in terms of ROI and ROE.

ROI and ROE are used for the financial statement analysis. These two are the critical profitability ratios. These both are important for the financial analysis of the organization. Return on Investment (ROI) equals the net income from a business or a task divided by the total money invested in the venture multiplied by a percentage. It is used for the comparing the company's profitability and further used in the personal financial decisions. Return on Equity (ROE) is the amount of net income returned as a percentage of shareholders'' equity. It is the profitability ratio which measures the financial position of a company in terms of generating profits from its shareholder investments. The impacts of the recommendations which can be accessed in terms of ROI and ROE will be identified through its interventions. Succession planning helps in the development of the management by gaining knowledge for the organization. In this, it recommended that succession planning will provide positive impact on the Return on Investment and Return on Equity. This is because if the company is investing in the recruitment process then it will benefit the company in the form of skilled employees.

Insufficient experience and data recording will hurt the ROI and ROE because if there are fewer experienced employees in the organization then it is a deficit for the company. This is because the investment done on them will give a loss to the company. Organizations should choose skilled workers employees for the company who will give better performance and productivity and know about the various other types of equipment. If the company is investing in motivating its employees then it has a positive impact on the ROI and ROE because management is motivating through various incentives and rewards. This will motivate the employees and they will give better performance and enhance the profitability of the organization. Improvising the employees 'computer skills skills the ROI and ROE because it may be possible they don't learn the computer if they are against new and advanced technology (Return on Invested Capital: Better Than Return on Equity, 2016). Quarterly appraisal systems and meetings will have a positive impact on the ROI and ROE because the appraisal system and regular meetings will help the management to discuss the various training needs, employees' evaluations, and the financial position of the business. These will give better performance and productivity to the workforce as well as increase the profitability of the organization.

CONCLUSION

This report concluded that there are general methods for the process of identifying the training needs such as line manager, observation method, focus group, etc. There are various issues in Amiproven Ltd to analyze the training requirements such as succession planning, de-motivated employees, appraisal system, etc. and further, their recommendations are given to improve the training requirements. The recommendations have various positive and negative impacts on the Return on Investment and Return on Equity which can help the organization in better productivity.

REFERENCES

• Ates, A., Garengo, P., Cocca, P. and Bititci. U. The development of SME managerial practice for effective performance management. Journal of Small Business and Enterprise Development.
• Beevers, K., and Rea. A., 2013. Learning and Development Practice. Chartered Institute of Personnel and Development.
• Browne, G. J., 2014. Research Issues in Information Requirements Determination for Systems Development and Human-Computer Interaction. Human-Computer Interaction and Management Information Systems: Applications. Advances in Management Information Systems.
• Elegbe, A. J., 2012. Talent Management in the Developing World: Adopting a Global Perspective. Gower Publishing, Ltd.
• Garavan, T. N., Carbery, R. and Rock, A., 2012. Mapping talent development: definition, scope, and architecture. European Journal of Training and Development.
• Ghosh, P., Satyawadi, R., Joshi, J. B., Ranjan, R. and Singh, P., 2012. Towards more effective training programs: a study of trainer attributes. Industrial and Commercial Training.

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