Methods of Needs Assessment in Retail Workforce Training
The retail sector, a staff member required some kind of assessment as an asset for the organization. Also, in this industry, it is crucial for all the workforce to be able to work in an efficient manner as well as effectively.
Process of a needs assessment is utilised to gain clarity on the level of present issues. In addition, a needs assessment also assists to recognize any kind of gaps in the service provided. A needs assessment also can completely expose any current performance-based deficiencies by paying attention on the prospective employee’s personal needs. Also, this assessment permits the managers to understand right kind of needs of the potential workforce which also based on the assessment. This is very advantageous since it permits a personal, particular training to meet the requirement of the prospective workforce. The parameter of the needs can also expose the current performance-based deficiencies by assessing the organization performance (Brewster, 2017). This also assist to recognize the skill set and the overall knowledge that is required from many prospective workforces and this will also permit the workforce to be able to target as well as recruit the prospective set of workforces that can be an asset to the organization. Another method that a needs assessment can assist with exposing any present deficiencies in the performance via an occupational level of needs-based assessment. The assessment of occupation also evaluates the skills set, knowledge as well as the abilities needed for the impacted occupational groups. This evaluation also recognizes the current discrepancies of the occupation or the gaps. An assessment of the occupation also evaluated the job performance of an employee. There are so many distinct and different set of new work for the employee that can decide as well as implement if required. A need-based assessment can also expose any present performance deficiencies by performing a personality evaluation. Some people have challenges at the time of working in retail industry (Brewster et al, 2016). They can also have challenges in working on such close vicinity with other people. The final method that is based on need assessment will definitely expose any kind of current performance deficiencies that would also assess the mental stability of an individual as well as capacity. The retail industry can be highly demanding sector as well as stressful. Any employees can comfortably become overly overwhelmed with immense demands, commission and the behaviour or approach of a customer. It is crucial that any employee is able to deal with high level aggression as well as stress that further comes with the current retail position (Keep, 2014).
Effective Training Techniques for Retail Workforces
Training in the retail sector is very crucial and will be the initiation point for everybody who works for the organization to gain clarity on how they can represent the company. It will also provide the new hires with an opportunity to further learn about the history of the organization and further what makes the organization a distinct one. There are so many methods that new recruiters must be trained in a right manner especially while working in the retail-based customer service which also includes, case study, presentation, modelling as well as on the job training. Executing the customer service training with the workforce need a solid clarity on customer needs as well as expected and also being able to meet and further surpass those requirements and expectations via constant, positive reinforcement and planned training (Falola et al, 2014). To execute customer service training in an effective manner with the workforces, it is crucial to recognize the needs of the customer, assess the skill of the employees, design and execute a training vehicle and continuous reviews of the customer service delivery. There are so many ways that new employees can be trained while working in the retail-based customer service. Some consist of a presentation, case study, modelling and job training (Lamba & Choudhary, 2013).
The new workforce will provide training by utilising the role and on the job training methodology to make sure effective customer service that can meet the current standard of the organization. All the combination of these two distinct approaches is right to impart customer service training to the new workforce. In the role play methodology, the workforce will be needed to base the assumption of so many roles and act the situation that happens in the retail industry. To act different situations for the workforce will gain clarity on the situation that anyone will have to face at the time of working in the company (Larsen, 2017). By constantly working on different position the employees can also comprehend the job in a better way and also provide ideal services to the consumers. In addition, continuous practice right the actual work will be ready for them to deal with distinct cases in the workplace. At the time of role-play training employees about the cases in the workplace, on-the-job training that can provide them with the experience of the culture. The workforce will be constantly monitored by the trainer for the well-settled time to give the important customer services abilities.
Motivating Workforce to Attend Training
Providing training to classes are important as well as beneficial to any new workforce. But, some people may further lack motivation when it comes to meeting a training session. Workforces who show little to absolutely no motivation to attend training classes that can also provide with some kind of incentives like paid time off or early leave or some kind of compensations so that they can attend training. The first method that any member of the workforce can be encouraged who has absolutely no interest in attending a class actually starts of professional growth course that can also help the workforces in advance. This course will also motivate the workforce to attend training and also providing some kind of credits for the course (Mandip, 2012). When any employee actually reaches a specific level of credits and has further accrued some amount of credit hour they are actually eligible for the sake of promotion. This is the ideal way to raise the likelihood of a staff member willing to attend a training and also assist promoting the retail company as one that actually believes in the complete individual and wants to grow the workforce.
The survey below will be utilised to gather feedback from the workforce attending the training session. The survey will also seek to get some feedback from the workforce on whether the training was advantageous and how the training once understood can be put into action, whether more training is required in consumer service and the issues they can face while serving the consumer on a routine basis (Sung & Choi, 2014). In addition, the survey will pay attention the features like age, the position of job and employees view associated with the training class. In the end, the survey will also include two parts where the first part is based on collecting data related to the data of the candidate and the second part is based on gathering information about the feedback of the participants in the direction of training.
Survey
Section 1
- Indicate the sex Male Female
- Indicate the position in the company
- Senior employee
- Employee
- Manager or executive
- Senior manager or executive
- Marital status Single Married
Section 2
Please express your views of the items mentioned under:
Agree Strongly Agree Neutral Disagree Strongly Disagree
- Training fulfilling expectations
- Ability to use the learnings from training
- Well informed trainer
- Accomplishment of training objectives
- Discussion and encouragement of interaction
Designing the job and task analyses include following steps:
- Observing the strategic goals of the company
- Deciding the level of competency needed to achieve goals or needs analysis.
- Performing the assessment of talent of the employees.
- Labour market analysis
- Recognizing gaps
Design training and development systems to improve employee performance.
Training of the teamwork: training can be the right method to promote the process of teamwork. When team function collectively in an effective manner, level of engagement rises as well as retention and overall employee performance at an individual level further soars (Tahir et al, 2014).
Leadership-based training: impactful leadership is closely related to the effective performance of employees. Leadership training has also provided a great return on investment.
Conclusion
HRM regards the process of training and development as a practice related to company activity aiming the better job performance of people and groups in the settings of an organization (Wilson, 2014).
References
Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European resource management. Springer.
Falola, H. O., Osibanjo, A. O., & Ojo, S. I. (2014). EFFECTIVENESS OF TRAINING AND DEVELOPMENT ON EMPLOYEES PERFORMANCE AND ORGANISATION COMPETITIVENESS IN THE NIGERIAN BANKING INDUSTRY. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 7(1), 161.
Keep, E. (2014). Corporate training strategies: the vital component?. New Perspectives, 109-125.
Lamba, S., & Choudhary, N. (2013). Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research & Technology, 2(4), 407-423.
Larsen, H. H. (2017). Key issues in training and development. In Policy and practice in European human resource management (pp. 107-121). Routledge.
Mandip, G. (2012). Green HRM: People management commitment to environmental sustainability. Research Journal of Recent Sciences, ISSN, 2277, 2502.
Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behaviour, 35(3), 393-412.
Tahir, N., Yousafzai, I. K., Jan, S., & Hashim, M. (2014). The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(4), 86.
Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations. Development and Learning in Organizations, 28(2)
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