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It will develop learning objectives based on the training requirements; describe additional training modules that could be developed based on the training objectives; represent an evaluation of evaluation instruments used in the Fabrics, Inc. case.
Fabrics, Inc. is a fast growing company which within the two years has increased the number of its employees from forty to two hundred. However, there occurred problems within the organizational environment connected with the retention of employees and the incorrect work of supervisors which do not treat staff well. Besides, there were obtained complaints from customers about the inappropriate behavior of supervisors. Such behavior could be partially explained by the absence of any formal training that was provided to those nine supervisors promoted from within. Despite knowing the work of employees and how to solve daily problems, supervisors do not help them and what is more important they get into arguments which are not helping in the working situations. The owner considers that despite the size of an organization, there is no need to yell at employees, hence, supervisors need to be trained in effective ways to deal with the staff.
The assessment of needs is the primary step in designing and development of training program in the organization. However, to understand what training is required, a need assessment should be conducted. According to Dahiya and Jha (2011), the undertaking needs assessment will enable organization to determine the nature of performance issues and thus to identify the reason for training. Milner and Osinski (2002) consider that need assessment is utilized to help with the performance of work teams, solve problems and productivity issues within an organization and to prepare for the future changes in job execution and duties. According to Chang, Chiang and Kun yi (2012), there is a need to conduct a training need analysis prior the
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