Determining Training needs at Summit Credit Union Case Study

Determining Training needs at Summit Credit Union - causal agent Study ExampleSummit credit union noted that newly employed lenders did not bring forth the needed skills and information to take up the job and the problem attribute to the way the cultivation computer program was organized. The problem identification will be through conducting a needs perspicacity. A needs assessment is the process of identifying and analyzing a companys strengths, weaknesses, opportunities, and threats with an aim of improving to achieve the company goals and initiatives.The first footstep in a needs assessment would be an constitutional analysis to determine the skill and abilities the organization needs. The analysis establishes whether the training would service the company and whether the deald resources are available. The analysis also identifies the merits and opportunities of the company and helps to focalisation on the demerits and threats. The second step is to do a personal analysi s to establish who will obtain the training and who will conduct the training (Boyer Management Group, 2014). This analysis establishes the level of the existing competency and the areas that require more training. Thirdly, this will involve analyzing the job and the requirements. This analysis will identify the main duties, experience, skills, and competency inevitable to take the job and perform well.The forth step would be to perform an analysis on the transaction of the specific task and establish whether it is below the expectations and whether the training will help bridge the gap between the actual performance and the expected performance. Next would be to do an analysis on the content of the training to identify the appropriate content that is in line with the requirements of the specific job. This will help in delivering the appropriate training to the employees. The next step is to establish whether training will solve the employment or in that location are other unde rlying reasons of not performing well (Employee Opinion Survey, 2014). Lastly, a cost benefit analysis