Determining Training Needs at Summit Credit Union

CASE 1

Determining Training Needs at Summit Credit Union

        Every company has a specific training procedure, depending upon its requirements. In the very first step of training procedure, the Human Resource Department identifies the number of people required training, specific area in which they need training, the age group of employee, the level in organization for example, in some cases the employee may be totally new to the organization. Here the general introduction training is required. Some employees may have problems in specific areas and here the training must be specific. Entire information regarding the staff should be obtained by the Human Resource Department.

        The idea or the needs assessment is to locate the actual solution to a problem within an organization. Some may result in new training exercises, where others may simply need another suggested solution. The needs assessment is designed to look for the particular need for training. This assessment involves several steps consisting of organizational analysis, person analysis and the task analysis. The breakdown of each category allows for the company’s strategy to be picked apart and looked at in depth. Once it has been examined then possible solutions can be implemented along with whom specifically requires further training depending on the question that has risen. We should conduct a needs assessment.

        Based on Summit Credit Union, they noted that newly employed lenders did not have the needed skills and information to take up the job and the problem attribute to the way the training curriculum was organized. The problem identification will be through conducting a need assessment. A needs assessment is the process of identifying and analyzing a company’s strengths, weakness, opportunities and threats with an aim of improving to achieve the company goals and initiatives.

        The first step in a needs assessment would be an organizational analysis to determine the skill and abilities the organization needs. The analysis establishes whether the training would benefit the company and whether the required resources are available. The analysis also identifies the merits and opportunities of the company and helps to focus on the demerits and threats. The second step is to do a personal analysis to establish who will receive the training and who will conduct the training. This analysis establishes the level of the existing competency and the areas that require more training. Thirdly, this will involve the analyzing the job and the requirements. This analysis will identify the main duties, experience, skills and competency required to take the job and perform well.

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