HR Training Class Essay

Justify the use of a needs judging of your come withs proposed employee customer befriend breeding, stressing five (5) personal manners in which such an estimate would subject any existing functioning deficiencies. An employee needs sagaciousness is an addition to keep in the sell industry. In this demanding line of act it is insistent that we father employees who argon fully commensurate of doing their job hearty and quickly. in that respectfore, the needs assessment is needed to succor shine the light on those candidates who ruff fit our needs. One way that a needs assessment whitethorn expose any existing performance deficiencies is by looking at the candidates separate needs. A needs assessment would help the conjunction catch up with which candidates need what type of filming and save time not blend uping the right person in right on. An otherwise way that a needs assessment would expose any existing performance deficiencies is by looking at the organ izational performance.This entrust help figure out the skills, jazzledge and abilities that an mission needs from a candidate and help the organization recruit however those psyches that entrust help them and not hinder them in any way. The other way that a needs assessment can help expose any existing performance deficiencies is through an occupational needs assessment. This assessment examines the skills, knowledge, and abilities required for affected occupational groups. Occupational assessment identifies how and which occupational discrepancies or gaps exist and analyzes how well an employee is doing a job. It then determines the persons competency to do b are-assed or different work. Another way that a needs assessment can expose any existing performance deficiencies is by conducting a personality test. Not all individuals are capable of running(a) in retail or with other individuals in that power so they would not be dangerous candidates. The 5th way that a needs as sessment would expose any existing performance deficiencies would be to assess an individuals mental capacity to perform.retail is a stressful subject and if a person is not able to handle the demands they could crack infra the pressure. Develop a customer servicing pedagogy fulfillation stick out and determine how the manner of fosterage (i.e., presentation, discussion, case study, discovery, piece job, simulation, manakin, or on the job call foring). Training in the retail industry is very authorised and will be the starting point for every single individual who works for our company to see how they are representing the company. It will likewise devolve unused trains a chance to learn more about the company history and what fills the company a unique one to work for.There are several ways that new acquires should be trained when working in retail customer aid including presentation, case study, role play, modeling and on the job bringing up. All of these t rainings intromit a way to train individuals who learn differently, such as auditory, visual and kinetic. This is the take up way to train new hires if there are a large group of individuals so that everyone is able to learn the information and apply it. This eliminates any way for a new hire in the retail industry to not understand the material. Justify why you selected the training method acting that you did.I selected the presentation method because I believe that this is one of the beat out ways to help individuals learn. With a presentation the individual is not only hearing the information barely they are also seeing the information and able to follow on visually. This makes sure that the individual has an auditory recall of the information as well as visual. The case study selection was emolliented because it helps new hires to see the emblematic twenty-four hour period to day activities in the retail industry. By knowing what to expect, the individual is more prepare d for the customers and the other duties that a retail employee essential be able to handle at all times. Role playing will help enforce the case studies. It is easy for a new hire to read through a case study and read the solution. The role play helps the new hire fully appreciate how things may meet in the retail industry. By role playing kinetic learners are able to get up and apply the information that they have been taught.This is good for all retail new hires because they can see what may or may not happen while at work. This type of moving picture will help cut down on confusion when a real world problem presents itself. Modeling is great for new hires in the retail industry because they are able to see how a state of affairs should play out if handled properly. By modeling the correct behavior and activities in front of a new hire the organization is able to operate that the employee was taught the proper way by someone in the field who is an secure at what they do . On the job training is beneficial to any new employee, especially in the retail industry. By shadowing other employees who have more experience and learning along the way is the best way to train.All three learning areas auditory, visual, and kinetic, are being tapped into. The employee is able to pick up more quickly because it is in the moment. Retail organizations should always include on the job training for their new hires so they can make sure that their employees are trained properly and fully aware of how the company should be running. All of these training methods that I selected are helpful and super recommended in the retail industry. They each offer a different method of training that is intertwined with another method to offer a stair spirit affect.Propose two (2) ways to motivate an employee who has no interest in attending a training build. Training classes are not the number one thing a typical new hire wants to do before they are able to go out into the field and really get a grasp of their duties and how to handle customers. In order to handle employees who have no interest in attending a training class the HR de start outment must look at ways to implement fun activities that enforce the information that they need to learn. The first way that an employee could be motivated who has no interest in attending a training class is to start a professional createment course that will help employees advance in the workplace. This course would encourage employees to attend trainings and in return give ascribe for the course. When an employee reaches a certain level of credits and has accrued a certain amount of credit hours they will be eligible for a promotion. This is a positive way to increase the likelihood of an employee wanting to attend a training and help promote the retail organization as one that believes in the whole person and wants to develop their employees.Another way to motivate an employee who does not want to attend a traini ng class is by pay backing for training and offering that pay on the first paycheck. By paying the employees for their time before they formally start working for the company shows the employee that they are valued for their time. Employees would also know that initial training is mandatory for employment. It is imperative for employees to know how to do their jobs correctly and efficiently. If an employee is not able to dedicate their time to training they will be asked to leave. This will encourage employees in a positive way and also reinforce the organizations standing with attendance and expectation of their employees.This may be off putting to some employees but it shows that the organization that they work for is serious about their employees futures and their time that they invest into everyone who comes to work for the company. This could also be a good promotion for the retail organization because it sets them apart from competitors. By being more strict and enforcing policies a company could attest that they are interested in developing the whole person and that they are commit to providing all of the training and development that an individual needs to be a part of a winning company. Develop a survey to dupe feedback from the employees who attend the training.1. The objectives of the training were clearly defined.2. Participation and interaction were encouraged.3. The topics covered were relevant to me.4. The content was organized and easy to follow.5. The materials distributed were helpful.6. The organization understands the services of my store.7. Overall how squelched are you with the amount of communication between you/your store and the organization?8. This training experience will be useful in my work.9. The trainer was versed about the training topics.10. The trainer was well prepared.11. The training objectives were met12. The time dish out for the training was sufficient.13. Customer service representatives are well trained.14. C ustomer service representatives adhere to professional standards of conduct.15. Customer service representatives act in my best interest.16. Customer service representative are well supervised.17. The meeting populate and facilities were adequate and comfortable.18. Overall I am satisfied with the customer service representatives who conducted my training.19. What did you like most about this training?20. What aspects of the training could be alter?21. How do you hope to change your practice as a go forth of this training?22. What additional customer service trainings would you like to have in the future?23. Please share other comments or expand on previous responses here. Developing a training program for customer service individuals in the retail industry takes time and dedication because of the impact that these coifs play in the company. In order for an organization to be successful they must understand that all employees are important and that it starts with the entry l evel position all the way to the CEO for effective customer service as well as experiences shopping. When a company puts thought and emphasis into the new hires in the company they are establishing a culture that promotes all employees from day one. This culture is very powerful and determines how the organization is ran for a long time. It is up to the HR department to make sure the proper needs assessments are being administered so they can find the best candidate realizable for the position. The HR department must also understand that having the proper methods to train the new hires is what encourages individuals to stay with the organization long term.This method is probably the best way for employees to see that they are being taken care of. By conducting a training survey the organization is able to collect info that will tell them how they are doing with their training process and this will help the HR department improve their training methods. This also gives the new hire and other employees the opportunity to give feedback on the process that they went through. If they saw manner for improvement or really thought that a particular part of the training was very successful they can voice their opinions there and help improve the process for future trainees or keep parts of the training that worked well.ReferencesCustomer Service Tips. (n.d.). 21 for Better Customer Relations. Retrieved August 22, 2014, from http//www.businesstrainingworks.com/training-resources/21-customer-service-tips Retail Customer Service Training. (n.d.). Course. Retrieved August 22,2014, from http//www.businesstrainingworks.com/course-outlines/retail-customer-service-training-course Stewart, G. L., & Brown, K. G. (2012). Human resource management. (2nd ed.). Danvers, MA John Wiley & Sons, Inc.