Costco’s training program targets the sales executive.
Its focus is creating customer loyalty.
This assists in realizing increased sales revenue.
It factors all that can make service delivery better.
It includes delivering relevant skills and knowledge.
The program is effective because it has factored in:-
Needs assessment plans.
Organizational analysis
Task analysis
Individual Analysis
Need assessment involves identifying the existing gaps in training needs. Then ways of addressing them are established.
It also looks at the cause of the gap.
It includes organizational analysis, task analysis and individual analysis (Brown, 2011).
This analysis looks at the effectiveness of the organization.
Costco’s goal is to ensure sales effectively
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It also includes the appraisal standards set.
It is used to arrive at the task discrepancies.
Performance evaluations are used. They are used to determine if an employee needs training and of which manner.
Performance gaps call for the redesigning of policies, tasks and processes.
After redesigning of these processes and tasks, training needs arise.
The training manager should forge the best ways of getting information.
An organization cannot embark on the exercise of training persons without understanding the underlying training needs.
This can achieved through Surveys.
These surveys involve the entire population and will use open ended questions.
They should also use observation method.
After the collection of such data, it should be evaluated and see what is supposed to train.
The training manager should identify the problems which are of the nature of the training. Issues which are not trainable should be referred to the management.
Poor morale and lack of motivation-training cannot be a solution (Tansel, 2013).
After determining the needs the best solutions are sought.
A training proposal should be spelt out.
It should spell out the need for