This paper will detail the steps involved to create and implement diversity training, the appropriate delivery methods, the evaluation criteria to determine if training is effective, and Team C's recommendations. .
Needs Analysis.
Before any company sets up a training program they must conduct a needs assessment. "A needs assessment is the process used to determine if training is necessary" (Noe, 2008, pg. 506). A needs analysis tell management what the company and employee strengths and weaknesses are and what ways the company can improve them. If the company determines training is necessary they will need to come up with a training program that will fit with the company. The needs analysis is broken down into three parts: organizational analysis, person analysis, and task analysis. .
Organizational Analysis.
The first step of a needs analysis is organizational analysis. Organizational analysis considers the context in which training will occur. Organizational analysis involves determining the appropriateness of training, given the company's business strategy, its resources available for training, and support by managers and peers for training activates" (Noe, 2008, pg. 90). In other words, organizational analysis helps a company see the resources available and in what ways to use them effectively in training. Organizational analysis works with the company's mission statement. Taking the mission and vision statement in consideration the organizational analysis helps determine in what areas the company needs to change. Team C has decided that on-site training is the best training program for Kudler Fine Foods. Conducting training where employees will work will familiarize them with the equipment and the customers. Kudler Fine Foods is a customer-service oriented business therefore; employees will interact with many customers throughout the day. Training the employees on-site will not only familiarize them with the location but also the customers.
