Analysis of Mediterranean Company’s Training Needs

Needs assessment focuses on identifying and ranking training needs (Kasper, 2016). This organization’s training needs analysis will provide guidance and put the spotlight on the kind of investment it makes in the professional development plans of its employees. The purpose of this survey is to obtain information from employees of Mediterranean Company (a hypothetical name), conduct a study, and make recommendations for improvement. Data was gathered by conducting an online search. With the use of this survey, the Mediterranean Company can distinguish between solvable training demands and other organizational issues.

Information about the company and its training requirements

The fictitious name provided to a US-based aircraft service provider is Mediterranean. The mission statement of the group is providing an efficient and safe use of the country’s airspace, to place and manage navigational equipment, and to offer airport infrastructure crucial for the presence of air transport. The organization has a total of 187 employees with 23 being in Senior and top-level positions. No real assessment has been conducted for Mediterranean Company, in general, to separate training needs from other needs of the organization and also single out any new requirements for training. This survey explores the benefits of exercise towards the growth of the body and how its goals can be achieved. This study will assist in identifying proper techniques and determine the needs of Mediterranean Company, an acknowledgment that training has other alternatives to handle organizational needs and the decrease in the turnover of staff. By examining the actual abilities of workers, it is a lot easier to foretell and overcome possible obstacles to achieving the organizational new goals (Morrow, 2010). The study will analyze external factors influencing the company such as economic realities, government regulations, value systems and employee lifestyles. This survey will also explore reasons for high grievances and turnover rates, high rates for product rejects and management confrontations.

Target audience for Training

The target audience for training in Mediterranean Company will include line managers, design managers, sales managers, customer service managers, assistant managers and middle-level supervisors. Design managers are tasked with planning and supervising projects of the company within and outside the station. The plans include engineering planning, preparing drawings, renovation work and designing commercial properties according to the company’s standards. The assistant managers and middle-level supervisors are the employees who use technical skills and the latest technology to improve innovation in the company. The customer service managers ensure that the customers’ needs are being met. They often operate both at the head office as well as the company’s front-end office. The sales managers perform the efficient management of the operations of the sales department to satisfy the market for airspace infrastructure within the territory.

The Training Issue

Mediterranean Company is a state agency which is now working towards becoming an authority in the aviation industry. This survey will assist the company to distinguish solvable training requirements from other needs of the organization that training may not help. Training has often played a key role in Mediterranean; however, due to the notable turnover that has been observed in the last six years, there is need today to undertake new needs assessment among the mentioned groups of employees. An appropriate evaluation will provide the information necessary to develop suitable training for the staff (Sleezer et, al, 2014). The exercise will be in line with the organizational abilities, attitudes, skills, and knowledge of the workers

How the Questionnaire will assist to Develop Training Outcomes

The first two questions attempt to ascertain the level of happiness of employees in the work setting. The subsequent two questions offered the respondents the chance to rate their level of competency and ascertain what they believe could be the reason if the level of competency was low. Question five sought to determine if there were any duties the workers could not perform due to lack of skills. In the question, six only respondents who had answered “YES” to the preceding question were to respond. Question seven required participants to indicate whether they had performed duties identified in item six. Question eight required a response from participants who had said that they had performed the tasks aforementioned. Question 9 was answered by those participants who answered “Yes” to question five. Question number ten is also related to the previous five items. Questions 11, 12,13,14,15 and 16 all relate to each other. They investigate whether the organization is offering training to its workers. The answers to these questions will assist Mediterranean Company to ascertain the employees that require being developed and the form of training that is needed for workers to improve performance. The findings of the needs assessment will assist to measure worker performance by establishing their present output compared to their expected output. The variation between the two is the performance gap, upon which it will be determined how much they require achieving the goal (Morrow, 2010). This survey will assist the company to differentiate between the organization’s training needs and the individual employee training needs. The organization’s most important training needs will be seen clearly, and the advantages of fulfilling these needs will be compared with the initial costs. The measurement will assist Mediterranean Company to reduce its training coats by offering needed.

References

KASPER, G. (2016). COMMUNICATION STRATEGIES. [Place of publication not identified]: ROUTLEDGE.

Morrow, S. (2010). Work schedule manager gap analysis. Washington, D.C.: U.S. Dept. of Transportation, Federal Railroad Administration, Office of Research and Development.

Sleezer, C., Russ-Eft, D., & Gupta, K. (2014). A Practical Guide to Needs Assessment. Hoboken: Wiley.

Appendix

Training Needs Analysis Questionnaire

General Instructions: Read each question carefully and tick the suitable letter given or write your answer in the provided space. Please answer all questions

Demographic Information:

1. What field do you work?

a. Air Transport

b. Aviation Ground Services

c. Air Traffic Services

d. Telecommunications and Engineering

e. Aerodromes

f. Flight Safety and Operations

g. Administration h. Other (please specify)

2. What is your current role in your field? (Please specify)

4. Former position in the company……………………. ..

5. Length of service in the group (years)…………………

6. What are your highest qualifications of formal education and where did you attain it?

Postgraduate, attained in (year)………………………………

University degree, attained in (year)………………………….

Diploma/Technical Degree attained in (year)……………….

National Higher Diploma, attained in (year)………………..

0’ level, attained in (year)…………………………………….

Junior Certificate, attained in (year)…………………………

Other (specify)………………………………………………

7. If you have or Technical degree/diploma or a university degree what was your specialty? (Question applies to the highest degree obtained)

a. Air Transport

b. Air Traffic Services

c. Aerodromes

d. Telecommunications Engineering

e. Social Sciences f. Flight Safety and Operations

g. Others (please specify)

Please show your response by circling the suitable letter given. In some items, you are asked to fill in the spaces. Please answer all the questions.

1. What is the most interesting thing about your job?

a. The pay

b. The diversity of skills you need to do it

c. The people

d. Other (please specify)

2. What is the least interesting thing about your job?

a. Too many supervisors

b. Not enough challenge

c. Amount of work required

d. Nothing

e. Other (please specify)

3. How do you rate your competency in the work you perform?

a. Very low

b. Low

c. High

d. Very high

4. What would you say is the reason for your low competency?

a. Lack of training

b. Lack of sufficient equipment

c. Other (please specify)

Items 5 - 10 refer to the duties you perform daily

5. Are there any duties you cannot do in your employment because of lack of know-how?

a. Yes,

b. No

6. If yes, which ones?

7. Have you ever performed those tasks mentioned in item 6 before?

a. Yes,

b. No

8. If yes, how long ago did you perform the task?

a. 3 months to one year ago

b. Within the last three months

c. More than a year ago

d. Never while at this job position

9. How often are you required to do those tasks?

a. Quarterly

b. Monthly

c. Weekly

d. Daily

e. Other (please specify)

10. How significant is the task of the job?

a. Very significant b. Significant

c. Not significant

d. Very insignificant

11. Have you ever been trained since you joined this company?

a. Yes,

b. No

12. If yes, mention the kind of training:

a. Social Sciences

b. Air Traffic Services Flight Safety and Operations

c. Air Traffic Services

d. Air Transport e. Aerodromes f. Telecommunications and engineering g. Other (Please specify)

13. Did the training provide correspond to your job responsibilities?

a. Yes,

b. No

14. If no, what did the training aim?

a. Needed for progression

b. Other (please specify)

15. Where should the major effort be focused to learn every task of the job?

a. The formal training program in school

b. Formal training provided by employer

c. Training on the job

d. No training required e. Other (please clarify)

16. How convenient is it to learn tasks on the job?

a. Very convenient

b. Convenient

c. Not convenient

d. Not convenient at all