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Unit 21 P2 Assignment (PASS ACHIEVED)
- Module
- Unit 21
- Institution
- PEARSON (PEARSON)
Unit 21 Pass 2 assignment, Pass achieved.
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Unit 21 – P2Introduction
In this assignment, I will be investigating training and development in a selected business (Vodafone). I
will be explaining how they identify training needs and explaining how Vodafone conducts TNA (Training
Needs Analysis).
Training Needs Analysis
Training needs analysis (TNA) is the process of identifying training and development needs of the
workforce in order to make it more productive and effective; this allows businesses to train their
employees and develop the business in specific areas which will help the business become more
effective in terms of conducting business and achieving aims and objectives. This is also known as
Training and Learning Needs Analysis (TLNA) because it is recognized that not all learning comes from
training but from other methods too. Businesses will look at skills and knowledge gaps in order to
understand where their business stands in the market and to maintain competitiveness; training may
improve skills of employees. The workplace is dynamic with internal changes e.g., staff leaving and
external changes e.g., innovation and new technology changing - Businesses will have to adapt to these
changes. By identifying the training needs of employees within that business will aid them in adapting to
any changes, internal or external. This means that TNA is a way of identifying the capabilities, skills and
talents of employees within a business and allows a business to know the level that their employees are
at in terms of skills, knowledge etc.
Before a TNA is to be performed, a business must define the skills and knowledge that it requires its
employees to have because they will then know how much training the employees need and the costs of
it. This is also linked to the objectives of the business and the training that an employee will undergo will
differ depending on how much it benefits the business; they will use their time wisely by ensuring that
they are training the right employees and those that will allow the business to come closer to their
mission and their vision. It is usually an on-going activity rather than something that’s one off because
the skills and knowledge of employees will change over time. A TNA will only be effective if the business
is aware of the skills of its workforce in order to establish skill gaps which are to be filled in through
training.
TNA Process
The management in a business such as Vodafone will undertake TNA using a three-step process in order
to cover all the factors involved in assessing how much training employees need. The three steps that
are in the process of TNA include:
Reviewing current skill levels of staff
Identifying skills/knowledge gaps in the business/of an individual
Looking at new skills that could take the business forward
Step 1:
The first step of the TNA process is to review the current skill levels of staff. The business will ask and
decide what skills and knowledge the existing employees have and will then be able to work out who
needs training and in what area of the business. They will look at things such as qualifications and
, experience to aid them in deciding what training they require; the more qualifications and experience
they have, the more likely they are to be skilled and will therefore require less training as there would
be a smaller skill gap. Interviewing employees is also an effective way that management in a business
can assess employees and the skill gaps that they have. The interviewer will ask the employee questions
to assess how skilled they are in terms of working for the business and will then be able to conclude that
they need training or not. Furthermore, performance appraisal will help give management an indication
of gaps in the employees’ skills and experience. This is a regular review of an employee’s job
performance and overall contribution to a company, also known as an annual review, because it is done
on a yearly basis. It will evaluate an employee’s skills, achievements and growth and any of this that they
are lacking. Through doing these things, the management in a business will be able to review the current
skill levels of their staff and we be able to move toward the second step of the TNA process.
Step 2:
The second step of the TNA process is to identify skills/knowledge gaps in the business or of an
individual. The management of the business will ask what skills and knowledge the employees require in
order to support the business in terms of meeting aims and objectives; the business will only benefit
from training their employees if it will benefit the business long term and not just the employees. For
example, Vodafone have an aim to maximize profits which will be closer to being met if they train their
employees because they will become more efficient if they are more skilled, getting more work done.
The gaps in an employee's knowledge may include the need to adapt to new technology which is
something which may require training and development which would come from the business
identifying skills/knowledge gaps of the individual; by doing this, they would find out what kind of gaps
that they have in their knowledge. They may also need to know about any changes in legislation which
are the laws and regulations that the business must follow. Employees have to be trained on this and fill
this gap in their knowledge in order to legally work for the business and to be able to not make any
mistakes. Another gap in employees’ knowledge which would be important to fill Is being able to adapt
to organizational change which would benefit the business as well as the employee because it is
important for them to be up to date with the position that the company is in.
Step 3:
The third step of the TNA process is to look at new skills that could take the business forward and to find
out what skills does each employee require in the future. The business would customize training and
learning to the needs of each individual employee in order to ensure that each employee receives the
training that they require and that would be beneficial to both the business and to the employee being
trained. Another factor which goes into this step of the TNA process is to improve verbal and written
communication as this is something that all employees require when working in a business and is
something that would support the business in achieving their aims and objectives. Furthermore,
employees must be trained for new technology which is constantly changing with innovation regularly
which employees must be kept up to date within order to be able to use equipment and to understand
technology that the business uses; without doing this, the employees within the business would not be
able to work as efficiently as they would if they had this knowledge. Employees will work in teams and
collaborate for projects to help achieve the goals of the business in an efficient way which also increases
morale, motivation and confidence of the workers. This step of the TNA process also helps improve
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