Training Needs Analysis of Wal-Mart



Training Needs Analysis of Wal-Mart

Introduction

Training needs assessment can be defined as a process used to find out how resources should be allocated by an organization toward training and related human performance improvement interventions. Training needs analysis is essentially important for ensuring training effectiveness and efficiency. Organizations, where needs assessments are not carried out are in a more likelihood to do too much or too little training, or to develop training programs that, as a whole, are not beneficial for employees and the organization. Training needs analysis (TNA) requires collecting data on organization, task, and person characteristics. This wide range of data is substantial for determining which employee needs which training so the organization can pursue its strategic goals effectively (Brown, 2007).

In this paper, training needs analysis of Wal-Mart will be carried out. Since, the retail sector is encountering a lot of inter- related and urgent challenges precipitated by the demands of a new global economy, therefore, the purpose of this paper is assessment of the skills, aptitude, knowledge and training needs of the employees of Wal-Mart, so as to contribute to information available regarding workforce development needs in the current competitive environment.

Discussion

Training Needs Analysis

It is an approach to the training process that seeks to assess the skills and attributes necessary to achieve a desired outcome, and then compare those needs with the assets currently on hand to help in achieving goals. As part of the process, TNA then helps determine how to fill the spaces between the skills on the part and the skills needed to succeed. Once the analysis of training needs is complete, the training program can be implemented and all personnel involved in the attempt to acquire additional training as necessary to support the activity under review.

The training needs analysis has several objectives. The fundamental reason for this exercise is to identify the differences between the level of actual performance and the performance level desired. This involves three steps:

•Identification of knowledge and skills required.

•Assessing the current situation.

•Appreciation of the difference between the current and desired state.

Ideally, these three steps must be conducted separately and sequentially.

Training Needs Analysis of Wal-Mart

Wal-Mart

Walmart is the American multinational chain of discount and warehouse stores. It is the largest corporations in the world in terms of revenue. Walmart is involved in grocery and general merchandising retailing (Barbaro, 2007). In terms of revenue, it ranks as the second largest retailer in the world. Walmart is the largest employer in the world and serves in fifteen countries through its over 2 million employees and 8500 stores. Wal-Mart Company operates retail stores in different formats worldwide. In United States of America, the retail formats implemented by the company include supercenters, discount stores, neighborhood markets, and Sam's Clubs.

The success of Wal-Mart in Human Resource Management, not only in the US but worldwide, is keeping apart their 2 million workforce from unionizing, whereas pursuing other Human Resource activities for the promotion of Wal-Mart's success. Without recruitment and retention of quality employees, Wal-Mart ...