Training Needs Assessment Case Study

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Home Depot: Training and Skills Needs Assessment

Home Depot

Training Needs Assessment Process

The objective of this work is to conduct a Training Needs Assessment on Home Deport. Included in this will be an organization, task and person analysis. The techniques used will be related as well as will be the individuals involved in the process. Conclusions will identify the desired training outcomes.

According to one report training practices assist companies in gaining a competitive advantage. Stated as issues that affect companies and influence training practices are such as: (1) customer service; (2) employee retention and growth; (3) doing more with less; and (4) quality and productivity. (Noe, 2005) It is reported that training practices have enabled Home Depot to: (1) grow the business; (2) improve customer service; by making provision of employees with the necessary knowledge and skills to become successful. (Noe, 2005) It is reported that Home Depot changed its business model and that toward this end management at the company had to reconsider the design strategy for compensation of employees in order to "attract, motivate and retain high-performing, diverse workforce; to be an employer of choice in the industry; and to develop future leaders from within.

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" (Noe, 2005)

I. Goals and Objectives of Training

Noe (2005) reports that the goals and objectives of training is to enable the employees of the company to "master the knowledge, skill and behaviors emphasized in training programs" and to "apply them to their day-to-day activities." Noe reports that high-leverage training is: (1) Linked to strategic goals and objectives; (2) Uses an instructional design process to ensure that training is effective; (3) Compares or benchmarks the company's training programs against training programs in other companies; and (4) Creates working conditions that encourage continuous learning. (2005)

Employees are expected to make acquisition of new skills and knowledge and then to apply them on the job as well as share the information with other employees of the company. (Noe, 2005, paraphrased) Managers are responsible for identifying the training needs of employees and to assist in making sure employees make use of that training on the job. (2005, paraphrased)

II. Training Design….....

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