This document discusses training and its purpose within an organization. It begins by explaining that a training needs analysis identifies performance gaps that could potentially be addressed through training. Some factors that could affect a retail store's poor sales performance, such as customer service skills, equipment issues, and stock levels, may be improved with targeted training, while other issues like staffing levels are outside the scope of training. The document then outlines the steps in the typical training process, from needs assessment to evaluation. It concludes by stating that training can help improve employees' knowledge, skills, attitudes, and organizational performance over time.

1. Training Why?
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Training

2. The Gaps
Training Needs Analysis
or a Business
Performance Needs
study reveals the
performance gaps within
the organization.
Performance
/Results
Time
Expected Curve
Actual Curve
Gap

3. Analysis
The reasons for not
achieving the
organizational standards
or forecast:
Let’s look at a retail store’s
poor sales performance.
Please pause this video
and list what factors could
affect retail sales…
Which of this list could be
improved with specific training?
Faulty equipment
Staff customer service skills
Systems and procedures
Low stock levels
Inadequate housekeeping
Low staff levels
Lack of managerial involvement
Prices not competitive
Lack of stock variety/range
Late deliveries
No marketing

4. Train
Other factors:
Expected forecast
too high?
Is training the only
way to make it
happen?
Are there other
factors?
These could be improved with specific
training:
Faulty equipment – repair procedure
Staff customer service skills
Systems and procedures
Low stock levels – ordering methods
Inadequate - housekeeping
Lack of stock variety/range - buying

5. Non
Training
Why were some of
these issues not
training related,
could not be
improved by
training?
Please pause this
video and write your
thoughts…
These could not be improved with training:
Systems and procedures – head office
function related to policies that cannot be
changed at store level.
Low staff levels – HR function to set budgets
for wages and hiring.
Lack of managerial involvement –
organization’s culture.
Prices not competitive – set by Buying Dept.,
mark downs must be approved.
Late deliveries – suppliers chosen by Buyers,
fuel shortages.
No marketing – head office’s marketing
budget exceeded.

6. Training
Can…
Improve KSA in
employees.
Development can improve
attitudes, work culture,
motivation,
communication… over
time.
Maintain qualified products / services
Achieve high service standards
Provide information for new staff
Refresh memory of old employees
Achieve learning about new things;
technology, products / service delivery
Reduce mistakes - minimizing costs
Opportunity for staff to feedback /
suggest improvements
Improve communication & relationships
- better teamwork

7. Training
Steps
Assessing training needs
Preparing training plan
Specifying training objectives
Designing the training program(s)
Selecting the instructional methods
Completing the training plan
Implementing the training program
Evaluating the training
Planning future training
Training is a systematic
process through which an
organization’s human
resources gain knowledge
and develop skills by
instruction and practical
activities that result in
improved abilities,
organizational
performance.

8. Stages
Assessment Stage Training Stage Evaluation Stage
Organizational Needs
Assessment
Task Need Assessment
Development of Training
Objectives
Design & Select
Procedures
Measure Training
Results
Development of
Criteria for Training
Evaluation
Train Compare Results to
Criteria
Feedback

9. Thank you
We hope you enjoyed this short
presentation on Training Why?
Your feedback would be
appreciated.
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