Main Article Content
People in the organization are said to be an important asset. They need to be equipped with the needed skills to contribute to become abreast with the latest trends and demands in the industry. This research focused on an inquiry about how to make the retail industry employees skillful and relevant in the industry. The quantitative results have indicated the significance of training employees in terms of how well they apply the necessary skills at their workplaces. People who have been trained on various skills use the required skills to complete their jobs, which translates effectively to positive productivity, quality output, and satisfactory customer services. Apart from providing services to clients, employees are the cornerstone of productivity and implement the policies of the organization based on its mission, vision and core values. The results have also indicated that the majority of the employees lack the skills needed in executing daily activities. This study is significant in that it has proved beyond doubt that training needs analysis is the first step towards understanding the skill gap in an organization. That way, the company can create the needed measures and strategies for training to equip its employees with the necessary skills for increased production, quality, and improved customer services. This could result in a seamless operation that would significantly cut the overall cost of operations for the firm.
How to Cite
Training Needs Assessment, Retail Industry
This work is licensed under a Creative Commons Attribution 4.0 International License.
Abdulkadiro?lu, A., Angrist, J.D., Narita, Y. & Pathak, P.A. (2017). Research design meets market design: Using centralized assignment for impact evaluation. Econometrical, 85(5), 1373-1432.
Ahmedova, S. (2015). Factors for increasing the competitiveness of small and medium-sized enterprises (SMEs) in Bulgaria. Procedia-Social and Behavioral Sciences, 195, 1104-1112.
Akers, R. (2017). Social learning and social structure: A general theory of crime and deviance. Routledge.
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. & Saks, A.M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.
Alexander, J., Ford, J., Raghavendra, P. & Clark, J. (2017). Nature and extent of on-the-job training for employees with an intellectual disability: a pilot study. Research and Practice in Intellectual and Developmental Disabilities, 1-11. https://doi.org/10.1080/23297018.2017.1359661
Aydelotte, W.O., Fogel, R.W. & Bogue, A.G. (2015). The dimensions of quantitative research in history. Princeton University Press
Bailey, C., Mankin, D., Kelliher, C. & Garavan, T. (2018). Strategic human resource management. Oxford University Press
Bakar, K.A.A. (2015). The Study of Training Needs Analysis (TNA). Practice in Manufacturing Companies in Malaysia (Doctoral dissertation, Universiti Teknologi Malaysia). http://eprints.utm.my/id/eprint/53956/1/KhairulAsrafMFM2015.pdf
Barnham, C. (2015). Quantitative and qualitative research: Perceptual foundations. International Journal of Market Research, 57 (6), 837-854.
Beynon, M.J., Jones, P., Pickernell, D. & Packham, G. (2015). Investigating the impact of training influence on employee retention in small and medium enterprises: a regression?type classification and ranking believe simplex analysis on sparse data. Expert Systems, 32(1), 141-154. https://doi.org/10.1111/exsy.12067
Boillat, M. & Elizov, M. (2014). Peer coaching and mentorship. In Faculty Development in the Health Professions, 159-179.
Collings, D.G., Wood, G.T. & Szamosi, L.T. (2018). Human resource management: A critical approach. In Human Resource Management, 1-23. Routledge.
Galport, N. and Azzam, T. (2017). Evaluator training needs and competencies: A gap analysis. American Journal of Evaluation, 38(1), 80-100.
Gardner, A.K., Diesen, D.L., Hogg, D. & Huerta, S. (2016). The impact of goal setting and goal orientation on performance during a clerkship surgical skills training program. The American Journal of Surgery, 211(2), 321-325.
Ghosh, B. (2016). Exploratory study of effects of elearning system acceptance on learning outcomes. Journal of Information Systems Applied Research, 9 (2), 13.
Hall, J.A. & Rosenthal, R. (2018). Choosing between random-effects models in meta?analysis: Units of analysis and the generalizability of obtained results. Social and Personality Psychology Compass, e12414. https://doi.org/10.1111/spc3.12414
Holloway, K., Arcus, K. & Orsborn, G. (2018). Training needs analysis–The essential first step for continuing professional development design. Nurse education in practice, 28, 7-12.
Kim, Y. & Ployhart, R.E. (2014). The effects of staffing and training on firm productivity and profit growth before, during, and after the Great Recession. Journal of Applied Psychology, 99 (3), 361. https://psycnet.apa.org/doi/10.1037/a0035408
Konings, J. and Vanormelingen, S. (2015). The impact of training on productivity and wages: firm-level evidence. Review of Economics and Statistics, 97(2), 485-497.
Locke, E.A. & Latham, G.P. (2015). Breaking the rules: a historical overview of goal-setting theory. In Advances in motivation science, 99-126.
Manzi, A., Hirschhorn, L.R., Sherr, K., Chirwa, C., Baynes, C., & Awoonor-Williams, J.K. (2017). Mentorship and coaching to support strengthening healthcare systems: lessons learned across the five population health implementation and training partnership projects in sub-Saharan Africa. BMC health services research, 17(3), 831. https://www.ncbi.nlm.nih.gov/pubmed/29297323