ABOUT THE CARE TEAM:

“The Care team” was founded in 2012 by two nurses named Cora Murphy and Niamh Wallace.
The recognized that the homecare facility in the country of Ireland was designed to furnish the
people with a medium level of care needs at their homes. If the needs for the care of the customers
increased than there were limited options available to them. So both of them searched for different
models of the home care which were successfully implemented in other countries and they
concluded that the multi-disciplinary model for home care would be the best option.

The complication of the care which is needed by the customers requires a joined, broad home care.
The care team takes a great accomplishment in offering a premium home care, customized to the
requirement of each customer. The members of the care team includes Physiotherapists,
Occupational Therapists, Speech and Language Therapists, Dieticians, Physicians, Nurses and
Healthcare Assistants.

The vision of the care team is to provide unifies home care service to every customer.. The Care
Team will deliver plan of care designed to be responsive to our client’s needs. The Care Team is
one the leading firm in providing the private home care services in the community. The vital focus
of the care team is implement clinical leadership, bringing partnerships together to achieve the best
quality care for our clients.
 As Barry Johnson quotes that “One of the problems with learning needs analysis (LNA)
is that not a lot of analysis is done. Often what is done is the generation of ‘good ideas’ with little
analytical foundation”. (Johnson, 2017) That explains that due to the rapid changed occurring in
the workplaces that might be due to the technology, globalization or other factors creates the need
for the employee training to meet the increasing the demands and match with the pace of market.
Therefore training need analysis is necessary to be conducted in the organization so for that we
have different methods.

According to CommLab India there are four main methods of conducting the training
need analysis these are them are discussed below.

Methods for Training Need analysis:

Surveys:

We agree with the idea of Raymond A. Noe who states that in order to conduct the need
assessment for the training the first method is the Survey. In survey we ask employees a particular
questions mainly through the questionnaire which gives us the necessary information. The survey
helps us to figure out that where the employees lacks and where there is a need for training. This
is done by circulating a questionnaire in the overall organizational employees and seeking their
answers. The number of formats of the questions could be used in the questionnaire used in the
survey like the questions can be open-ended, close-ended or on priority basis. This methods allows
us to maintain the privacy and confidentiality of the employees so that the employees can give us
the honest answers (Noe, 2019)

There could be different advantages and disadvantages of using this method.

Advantages

1. Survey are inexpensive.

2. It can collect data from larger number of people.

Disadvantages

1. Its time consuming.

2. There could be inappropriate responses.

3. It may lack the major details.

Observations:

Raymond A. Noe states that other method of conducting training need assessment is
observation in which the managers or the supervisors observes the job performers and figure out
the lacking’s or the performance gaps. In this method particularly we have to take care that the
manager or the supervisor should be trained enough to observe effectively and figure out the actual
pitfalls. (Noe, 2019)

There could be different advantages and disadvantages of using this method.

Advantages

1 It generates the most relevant and actual data to the job.

2 It minimizes the interruption in the regular work of the job performer.

Disadvantages

1: It needs the most skilled observers to observe the job performers

2: The employee behavior may change when they come to that they are being observed.

Interviews:

Raymond A. Noe states that one other method of conducting the training need assessment
is the interviews in which the manager or the supervisor particularly known as interviewers ask
the employees or the job performance different questions about their job and performance. The
interviews can be done in both formal and informal settings. There is no any barrier of location in
taking an interview one can conduct it anywhere it seems feasible (Noe, 2019).

There could be different advantages and disadvantages of using this method.

Advantages
1: It is easy to identify the performance gap in this method and possibly the solutions can be figured
out by using this method.

2: It can identify the unrecognizable issues that are occurring.

3: The question of the interviews can be modified according to the situation, person or job.

Disadvantages

2: The results taken form the interviews are very much difficult to analyze and quantify.

3: It needs and expert interviews who can generate the desired results without making any kind of
biases.

Customer feedback

The other method of conducting training need assessment is the customer feedback because
it tells us what the actual performance of our employee is. It is one of the best predictor or estimator
of the employee performance and it can help us know that where the employee lacks or in which
area an employee needs a training. The customer feedback can be obtained through the survey in
which the questions should be designed in a way that which clearly shows the employee
performance.

There could be different advantages and disadvantages of using this method.

Advantages:

1: It can help improve the employee performance with constructive feedback.

2: It gives us the valuable thoughts of our target audience that what do they actually think.

Disadvantages:

1: The response rate of this method is often low.

2: The customers or the target audience do not give us the enough time to get feedback from them.

TRAINING NEED ANALYSIS ON THE CARE TEAM HRM DEPARTMENT:

Nigel Murphy explains that the training need analysis process is very much simple in
theory. In does includes the four things. 1: firstly we need to identify the skills, behaviors and
knowledge that people need to perform the job effectively, 2: secondly we have to assess those
skills, behaviors and knowledge that currently exists, 3: thirdly we have to determine the level of
skills behaviors and knowledge to achieve and fourthly we have to identify the gaps that exists.
(Murphy, 2015). To meet current changing needs and demands of market and meet current client
needs employer need to send employees for learning new skills which can only be done by training.
After that Training need analysis is done in which we identify the gap between required
performance level and the current performance given by the employee so that we can reach to the
conclusion that who need the training and what type of training is needed? So I have selected HRM
department of the care team as it is the one of the important department for the efficiency of whole
organization.

Fina Shipley and Pat Golden explains that the training department exists in order to make
sure that all the employees have necessary skills, behaviors and knowledge and to assure that they
conduct the training need analysis which includes the following steps. (Shipley & Golden , 2013)

Training need analysis mainly involve eight steps:

1. Determine desired outcomes

2. Link desired outcomes with employee behavior

3. Identify trainable competencies

4. Evaluate competencies and determine performance gap

5. Prioritize performance needs

6. Determine how to conduct training

7. Conduct cost-benefit analysis

8. Planning for training evolution

According to Fina Shipley and Pat Golden first step, we determine the preferred outcomes from
the training like the care team goal is to provide high quality services to their customers so the
training outcomes required by the care team for HR department is: (Shipley & Golden , 2013)
  Proper alignment of organizational goal from top to bottom

 Link job description with vision and mission

 Generating talented pool of employees

 Do proper need assessment of employees

 Accurate error free performance analysis must be done

 Increased employee commitment towards the care team

I agree with Fina Shipley and Pat Golden that in second step, we Link desired outcomes with
employee behavior like the HR of the care team is need to have Good employee relationships and
good communication skills so that they can better communicate the care team goal to the
employees and their contribution towards the goal of organization so that employees must feel
connected towards the goal and stay motivated. In addition to it as the care team require employees
who must provide value to their organization so it is work of HR department to generate talented
pool of candidates so that best can be on boarded so for that HR people must have knowledge
about market and critical thinking skills so that they can identify the right candidate for the vacant
position. Moreover HR must have confidence and adaptability so that they can adapt change from
the market and can confidently bring change into their organization also HR must also be able to
evaluate employee performance accurately (Shipley & Golden , 2013).

Similarly in third step Fina Shipley and Pat Golden states that we identify trainable
competencies in this step the identified previous competencies and skills are decided that which is
going well and which skill need training to deliver expected outcomes. As the care team’s core
goal is to deliver high quality services so HR need to select candidates that add value towards firm
goal so the HR must be well aware about current software’s used in the market for advertising and
getting talented pool of candidate. And then the screening software’s must be updated as new time
saving and cost saving software are coming and the recruitment process must be fast as the
customers are priority of the care team so no position must be vacant for longer period of time. In
addition to it, to properly achieve the goal of the care team HR department must be able to assess
employee’s performance that how they are taking care of their customers so that best initiatives
can be made to provide best care services and satisfy the customers (Shipley & Golden , 2013).
Alike others Fina Shipley and Pat Golden in the fourth step guides us evaluate competencies
and determine performance gap in this we determine the gap between expected work and the work
done by HR department. As in the care team HR department is not paying much attention on
performance management system they just have appraisal system at the end of the year which
don’t accurately predict the performance of employees so HR need the training for properly
conduct assessment of performance (Shipley & Golden , 2013). In last Fina Shipley and Pat
Golden states that in Fifth step, Prioritize performance needs we identify what percentage of
employees need this training so as overall HR department is involved in this task so the training
must be given to HR manager and HR officers means 40% of HR department need training
(Shipley & Golden , 2013). According to Fina Shipley and Pat Golden in the Sixth step, we
determine how training will be conducted so as the 40% of HR department needs training the
training could be on the job, E learning, monitoring and coaching (Shipley & Golden , 2013).
After that in seventh step Fina Shipley and Pat Golden says, we do cost-benefit analysis related
to available options as the 40% of HR people need training so the work and could be affected by
this if we sent them somewhere for training and it will also be expensive as it will include
opportunity cost of work, traveling cost, living cost and per head cost of trainer. so the feasible
option is to arrange e-learning training which will save the traveling, accommodation and
opportunity cost or the most cost saving method is only manager should be sent to training then he
must come back and transfer his knowledge into whole department his will save a lot of cost and
work will not be disturbed, so the most feasible option is to send manager only (Shipley & Golden
, 2013). And the final step Fina Shipley and Pat Golden states to evaluate the outcomes of
training as the manager will transfer his training in employees so the outcomes can be evaluated
by asking employees what they learned so for from their manager (Shipley & Golden , 2013).
Recommendations:

1. In order to provide effective training the training need analysis must be properly followed
by the care team so that they can provide training to their employees according to their
needs.

2. The care team must develop a recommendation letter system in the organization for training
so that employee can send nomination for training if they perceive they also need training.

3. The care team must do market analysis to identify the current methods for effective training
and also what type of new skills and new training are required by medical industry.
Bibliography:

MURPHY, N. (2015) Reliable TNA in seven steps. Training Journal. January. pp29-32.

JOHNSON, B. (2017) Learning needs analyses often feature too little analysis. People

Management online. 8 April.

Methods for Conducting Training Need Analysis - Part 5. (2019, August 22). Retrieved from
https://blog.commlabindia.com/elearning-design/training-need-analysis-part5.

SHIPLEY, F. and GOLDEN, P. (2013) How to analyze and address your organization's

learning needs. T+D. Vol 67, No 3, March. p29-31.

How to Conduct a Training Needs Analysis. (n.d.). Retrieved from

https://www.xperthr.com/how-to/how-to-conduct-a-training-needs-analysis/6716/.

Noe, R. A. (2019). Employee training and development.

Care. (n.d.). Retrieved from https://careteam.ie/.