Pepsi’s Needs Assessment Essay

Every presidential term at some point essential design a planning and education program to make sure enough that the managers and employees get the skills that it would take to complete their seam. In order to design a training and development program, the organization must bearing a take assessment. c totally for assessment is the process utilise to determine if training is necessary it also is the first of all step in the Instructional System Design model (Raymond A. Noe). In order a training need assessment to be birthed, the training manager need to know the organization goals and objective, must know the jobs and its related trade union movements that need to be learned, must know the skills and competencies that are needed to serve the job, and also must know who go forth need to be trained. The need assessment has trine directs of analytic thinking such as organization analysis, individual analysis, and task analysis. through this paper, there will be some discussion on the common chord levels of analysis and Pepsis training need assessment.Levels of AnalysisThe first level of analysis is organization analysis. judicatureal analysis looks at the effectiveness of the organization and determines where training is needed and under what conditions it will be conducted (http//www. ispi. org/pdf/suggestedReading/Miller_Osinski. pdf). Organizational analysis is identified by the environmental impact (OSHA, FMLA, etc. ), changing induce force demographics, changing technology and automation, political trends such as sexual harassment and workplace violence, and how effective is the organization in meeting its goals. teaching needed to conduct an organizational analysis can be strand through strategic plans, turnover rates, accident reports, customer complaints, mission statements, represent of materials, audits, change in equipment, annual reports, and employees attitudes and satisfaction. The second level of analysis is task analysis. Task analysis provides data about a job or a group of jobs and the knowledge, skills, attitudes and abilities needed to achieve optimum performance (http//www. spi. org/pdf/suggestedReading/Miller_Osinski. pdf). Organization can collect task analysis from job, KSA, performance standards, observe the job, perform the job, and conducting a job inventory questionnaire, and strike out all the operating(a) problems if any. Without the task analysis, the organization would not know what areas to train the employees in when it comes to their job performance. The third level of analysis is the individual analysis. Individual analysis analyzes how well up the individual employee is doing the job and determines which employees need training and what kind (http//www. ispi. org/pdf/suggestedReading/Miller_Osinski. pdf). in that respect are many sources an organization can use to conduct an individual analysis. The first sources are performance evaluation, which shows areas of weakness. The second source is employees performance, which includes absenteeism, productivity, lateness, product waste, prime(prenominal) in work, and customer complaint.The third source is interviews. HR can obviously have a talk with the managers, supervisor, and employees to what it is they need to learn more about. There so many other sources that can be used to conduct an individual analysis. After the individual analysis, the individual that need training will be able to get the additional help that they needed. Pepsis Need Assessment Pepsi believes that for their associated to thrive, they must continue to provide a supportive and empowering workplace.Which includes self-aggrandizing associates the opportunity to learn and grow professionally through regular training and proven career development tools, as well as the polish off of best practices, skills, knowledge and technology crosswise the businesses (http//www. pepsico. com/Purpose/Talent-Sustainability/Associate-Learning-and-De velopment. html). Pepsi offers their associates specific job training that is required in order for them to perform their job. Pepsi also offered associates the opportunity to attend professional conferences to enhance their skills. Pepsis year-long proprietary career process includes objective-setting, performance and development reviews, development action plans, midyear reviews and 360-degree evaluationsall supported by training and materials.Executive leadershiphip training accentes on helping high-potential managers learn to be more effective leaders and to gain a broader perspective on our business. All associates are include in some form of the performance management process across PepsiCo (http//www. pepsico. com/Purpose/Talent-Sustainability/Associate-Learning-and-Development. html). Pepsis 360-degree feedback is used to focus on building self-awareness by linking to a best-in-class personality assessment inventory. Pepsi also uses survey to help them find ways for impro vement. With Pepsi being all over the world, it is important to Pepsi that every employee conduct the survey. Pepsi recognize the concerns of their employees and they look for more and more ways to make sure employees and trained properly and become very made within their career. Conclusions Implementing the inevitably assessment is very important for any organization.Needs assessment focus on the urgent training needs within and organization which is ground off the information that is provided from the managers, supervisors, and employees. Pepsi being a billion dollar companion knows the importance of need assessment. The three levels of analysis must be conducted or weighted out in ordered to have a successful training need assessment. At the end of the need assessment, you must measure the training and development program to make sure that all the needs were met.