Training and Development: American Express



Training and Development: American Express

Introduction

In today's companies can find a number of approaches to training staff. In contrast to the spontaneous choice of curricula and training there is a systemic training. The purpose of constructing a system of training is to achieve compliance with professional level employees of a real business objective of the company. One of the most important stages of building such a system is to analyze and identify training needs (Werner, 2009). The purpose of this paper is to explore the training needs in the context of training needs analysis at American Express.

Training need Analysis

For the identification of training needs at American express the organization determine the base level of knowledge and skills of the target group, which is the best way to staff through the appraisal process. The results are compared with the planned assessment of training results, and thus determined by the gap between actual and desired situations. However, if the company has not built a system of certification, it is not necessary to wait until it happens to start learning.

In contrast to the spontaneous choice of curricula and training there is such a thing known as a "learning system", which is applied by the management of American Express for training their staff. The purpose of constructing a system of training is to achieve compliance with the professional staff and the qualification levels of the real business objectives of the company. One of the most important stages of building such a system is to analyze and identify the training needs of the organization, which is done effectively by the American Express management periodically identify the potential needs of the training and development among different staffs of the company (Noe & Peacock, 2008).

Training methods using Internal and External Resources

There are several methods for diagnosing learning needs. For example, you can conduct an interview. In this study the direct participants are offered a written questionnaire (unless the top managers), for line managers and professionals using questionnaires in conjunction with structured interviews, and for top managers only interview is conducted. After the assessment each of these categories of personnel issues will be formulated according to their objectives and the level of competence. It should be noted that there are a number of techniques to collect information on training needs. American Express management main focus for training their staff is based on the effective use of available resources within and outside the organization.

In this regard, at American Express the HR team developed a list of advantages and disadvantages of several techniques that can be used for this purpose and which can be employed in future as a part of training. The management believes that using more than one type of methodology is more acceptable because it minimizes the biasness. For the training purpose the American Express involve all relevant members of the organization (supervisors, own employees, analysts, peers, subordinates, customers) to gather information from the experience workers and supervisors, and finally give "freedom to ...