Think back to job-training programs in which either you or your friends participated when starting new jobs. Were the training programs similar? If not, the training experiences may have differed for various reasons (size of the company, type of position, or urgency to fill a position). For example, a local non-profit with 15 employees might do more on-the-job training whereas a global organization with more than 10,000 employees may have a structured program that requires attendance for multiple days. Although the job training programs may appear to be different, it is likely the goals are the same. Organizations invest in training because of the expectation that it will lead to increased productivity and profit. Many companies can discover their specific training needs through a needs analysis, which is also known as needs assessment. A needs analysis is a formal process in which organizations determine specific training needs. It is generally a three-step process of organizational analysis, task analysis, and employee analysis (Arthur, Bennett, Edens, & Bell, 2003).
For this Discussion, review relevant resources and consider the significance of a needs analysis for developing job-training programs.
Arthur, W., Bennett, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied Psychology, 88(2), 234–245.
With these thoughts in mind:
Post by Day 3 a brief description of a job-related training program that you may have experienced or that you may be aware of through other sources. Then, describe two employee-training needs (e.g., job-related, organizational, etc.) that the program was intended to address, and explain whether these needs were met and why. Finally, explain the significance of needs analysis in job training. Support your response with relevant resources. APA format.
Your post should be three paragraphs. Be sure to support your postings and responses with relevant resources.