What´s Learning Intervention

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The Training Cycle describes the main stages of needs analysis includes design, delivery of training and evaluation. Needs analysis is one of the important stage to provide a systematic approach in developing learning and development needs in an organisations, as well as the extent to which training is a practical means of achieving [HSBC]'s current objectives (Birdi & Reid, 2013). Needs analysis help to reveal the objectives that the organisation is trying to achieve, what employees have to do differently to help meet that objective and what knowledge, skills or attitude should employees acquire to help change in their behaviour required at individual, team or organisational level (Birdi & Reid, 2013, CIPD, 2014).

The implementation of a formal learning needs analysis (LNA) may be seen as a health check on the skills, talent and capabilities of the organisation or certain department. It is based on the systematic gathering of information about existing employees’ capabilities and organisational demands for skills, alongside an analysis of the implications of new and changed roles for changes in capability towards business strategy (CIPD, 2014).

Three types of analysis are typically conducted: organisational analysis, task analysis and person analysis (Goldstein & Ford, 2002).

1.1 Organisational Analysis
The purpose of organisational analysis in HSBC new employees learning intervention is to help determine those organisational factors that either facilitate or inhibit training effectiveness. An organisational analysis in HSBC was able to identify the organisation’s goals and objectives in the instance whether the training may help to achieve the organisation goals, the organisation’s ability to conduct trainin...

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...employees to see the average performance of the new employees. Using self-assessment such as individuals themselves and other peer colleagues to rate among each other and also getting feedback from customers about services they provided and sales submissions report to determine what kind of instructions and skills (interpersonal) they need to succeed in today's banking jobs (Birdi & Reid, 2013)

Employees in today’s service economy especially in banking industries are required to interact with people, work in teams, be responsive to customers, have an orientation for quality and deliver services quickly. Furthermore, as the prevailing philosophy of management moves towards more employee involvement and less hierarchical organizational structures, employees are being asked to take on more responsibility and accountability for their work (Ferdous & Razzak, 2012)
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