Name: Khudaybergan Matchanov Id: 11600576 Subject: Training and development environment HRM560 Lecturer: Dr. Sheikh M Rahman Executive Summary The statement gives information on the assessment of training and development needs for the Restaurant Azamartini. First, the introductory part will present a topic that is an assessment of the need, and it will be maintained by the definition, as well as a certain list of issues that are complaints of clients and other needs. Further, the important reason for the needs assessment, which will be accompanied by the identification of the employee's work gap, will be discussed. After that, an explanation for using the method for the needs assessment will be touched that this is a questionnaire and an interview, and will be maintained by the rationale. Finally, the needs assessment process and its rationale will be analyzed, which will be accompanied by a conclusion and a recommendation. Table of Contents Executive summary…………………………………………………………………………………………….……………2 Table of Content………………………………………………………………………………………………………………3 Introduction……………………………………………………………………………………………………………………..4 Why to undertake need assessment………………………………………………………………………………...4 Gaps in performance…………………………………………………………………………………………………………4 Need assessment method…………………………………………………………………………………………………6 Justification for using Questionnaire and interview method…………………………………………..…8 Evaluation of the need assessment process…………………………………………………………………..…8 Justification the importance of training and development…………………………………………….…9 Recommendation …………………………………………………………………………………………………………….9 Conclusion………………………………………………………………………………………………………………….…..10 Reference……………………………………………………………………………………………………………………….10 Introduction In the current hyper-competitive business era, the need for training and development has become decisive, as never before. As a result, business began to feel cautious about how money is being sent. By investing in training and assessing the required level of qualification of employees, the business develops and realizes its purpose at an advantageous level. A needs assessment can be determined as a act in which business use to set whether training is necessary or not. If organizations deem it necessary, they should view sections where they need to pay attention on needs assessment (Noe, Winker, 2012, p. 85). However, this does not mean that training is the right way to find out the problems that business face. The business that explained in the early evaluation was restaurant Azamartini, which is known as a luxury restaurant, which has 500 places to sit and functioning in Uzbekistan. There were few problems that Azamartini faced, and they will be touched in this statement, and a corresponding decision and recommendations will be presented. Why to undertake the need assessment Many experts know the value and advantage of analyzing needs, as there is a famous metaphor that says that you would not have built a house without a drawing. To be more accurate, organizations need to understand the materiality of the money and the time they put up in the needs analysis, as they are viewed worthwhile costs (Centor, 2015). In our hyper-competitive company era, whether it's a small business or a giant industries, they need to admit the importance of "needs assessment" and its "potential cause", which can be new technologies, problems with employee productivity, training requests from internal and external consumers, reorganization of work, new legislation, changing consumerr preferences and key abilities that many employees lack. In addition, the needs assessment involves such issues as when, where and who, and deletes the question "how". To make this clear, it is aimed at the public that needs to be trained, which materials and tasks should be declared, and when and where it is necessary to conduct training (Sega, 2006). In addition, Kaufman (2008) specified that the requirements of the customers, fellow partners, at present, have become demands for organization achievement. With regard to these internal and external requirements, the needs analysis became the basis for the management of the business. In other words, an integral part of the business has become a process of needs assessment. Because of why, for the needs assessment, Altshuld (2004) trusted that needs assessment has a decisive influence on the overall welfare of the business, as it affects the relationship between employees, work, resource allocation and many other parties to the business. In the case of restaurant Azamartini, the problem faced by the organization is consumer claims about the services they provide. These claims forced management to behavior a detection to determine the reasons for this gap, as this could lead to the fact that the Azamartini will lose its clients. Gaps in performance First, it would be right to start the consideration by explaining the performance gap and identifying the important inequality between the "performance gap with the training activity" and the "performance gap with an action that does not involve learning." A performance gap occurs when the current productivity of a unit of work, process, or employee does not concur the expected performance, as shown in standards or benchmarks. Problems that can lead to productivity gaps include the emergence of new technologies in which workers are not trained to use, problems associated with the availability of key product components, or inability to provide workers with the necessary skills to carry out the most important tasks of the company (Nordmeyer, 2017). The basic idea of needs assessment is to identify gaps and determine whether the problem is find out through training. Performance gap with the training The table below shows the several problems in which the training interference could be an assume the answer to bridge the gap. Noah, Winker (2012) points out that only the lack of experience can be settled by training. And different factors should be treated other way, for example, to develop the right working environment or to solve problems related to good work results. (Noe, Winker, 2012, p 86) Performance gap where training is not required However, the other table below shows a problem where training can not be an answer to solve the problem. To be accurate, the approach a gap in performance does not always take possession of skills, knowledge takeover or policy changes. In this case, in order to determine whether training is necessary to bridge the productivity gap, the following question should be asked: - Why is it necessary to take into account the need for training? - What is the main discrepancy between "what is being done" and "what needs to be done"? - What event prompted the leadership to think that things are going wrong? - Why are the management unhappy? (Noe, Winker, 2012, p 87) In the case of the restaurant Azamartini, the gaps were find out by doing questionnaire and interview. The questionnaire was held by the general manager of the restaurant and the HR manager who finally completed his interview in order to gain a deeper knowledge. The issue that was discovered through the questionnaire was that many registrars representing the restaurant did not attend the lectures delivered by the restaurant. As Uzbekistan is elaborated as a upcoming country, in which a large number of tourists traveling from around the world, and lacks experienced professionals in the hospitality industry. In addition, it was found that the training, which was held the year before, was found not related to the task and duties of the employee. Speaking about the interview, he also gave a deep insight into the leadership, as thanks to his leadership the management determined that most registrars have little experience in the restaurant business and their work does not meet expectations. The main waiting of the restaurant management is the availability of personnel who are fluent in written and spoken English, and the hostess cooperates with customers via e-mail, telephones and physically. In addition, mindfulness is also one of the most important skills that employees must have. The interview showed that most employees do not job under pressure, as during the season restaurant receives a lot of bookings for booking and a tour. And the basic possibility of the hostess makes communications and quick answers and at the same time gives excellent consumers service. In addition, different outcome of the survey made it possible to get information that most registrars were happy to participate in some "Stress Management" trainings which can make them to set their positiveness and work under control. However, the issue was of the time lackness because employees were too busy with their courses. Stress management is a course that helps people cope with excessive pressure on others and themselves, while at the same time helping them to work effectively. Need assessment method When collecting and picking up data, different methods of needs assessment can be used. In this case, it becomes increasingly important for management to select the suitable method of needs assessment, which relies on the aim of population. Rosset (2010) trusted that management should take into account two factors in the process of determining the correct method of evaluation. First, the reason for the needs assessment, and secondly, the adequacy of data collection, which helps management pay attention on the zones in which problems and causes arise. When choosing the suitable methodology, there are some methods that can be used by management. Diagram bellows gives examples for matching and comparison, which illustrate each methods advantages and disadvantages to the analysis of the need. (Noe, Winker, 2012, p 115) Justification for using questionnaires and interview method Since the section on performance gaps discusses that the selected techniques was a poll and questionnaire. Because these techniques provide a wonderful possibility to a business to pick up data without spending a lot of time and a lot of people. One more advantage of these methods is the financial benefit, since management does not need to spend money on data collection. In addition, the survey and survey data allow Opera to quickly collect data. On the other hand, Opera can have an obstacle with respect to time, as it may take a long time to get answers from employees. As it is discussed in performance gap part of the report the method that has been chosen was interview and questionnaire. Since those methods give a marvellous opportunity to the company to collect data without allocating much time and from a high amount of people. Another benefit of those mentioned techniques is financial benefits, as the management does not have to spend money on collecting data. In addition, data from interview and questionnaire enables Opera hotel to collect data with significant ease. On the flip side, Opera might have obstacles regarding time, as it might take a long time to obtain the replies from the employees. To support this fact, Noe and Winkler (Noe and Winkler, 2012) believe that one of the parties to the questionnaire - it takes a lot of time and gets answers only to the questions asked. The advantages that Opera Hotel can receive from the interview, they can identify the reasons of the problem and in the meanwhile shows a suitable decision. In addition, the restaurant management can find another problem, which may be by implication concerned to the weakening of the customer support service. In this case, restaurant intends to use the "Outsourcing of Human Resources" services to fully use the survey results, this requires a qualified conversation, which can output relevant information from the staff. Personnel outsourcing occurs when an economic entity uses external experts who can take risks and responsibilities for human resources options and who can perform business tasks with maximum advantages. In addition, this allows external forces to give more labor-intensive tasks, thereby allowing internal forces to concentrate on the strategic level. Evaluation and need assessment process An evaluation of the fundamental key is required, which helps the business to achieve a successful training program. Since this helps to determine the necessary knowledge and skills that lead the organization to reach its goals. There are three levels at which the business can manage an analysis of learning and development, and they are business, departmental and individual, and these levels are interrelated. At the business level, management can determine training and development needs in various professions and departments. This will indicate the individual level that needs to be investigated. This interrelated act can also work in reverse order. More clearly, the need for an individual worker will be analyzed separately, which entails general requirements that will be considered at the departmental level. The overall result, obtained from individual and group training and development, will help determine organizational needs. In addition, at the organizational level, the entire organization will be analyzed that includes an external environment that demonstrates the general picture of learning and development, with variations to factors such as the staff plan, technology, competitive function and legislation that can ultimately modifications the company strategy. Functional level, the company can rely on a statistical analysis of human resources, such as turnover, lack and level of production, as well as consumer claims. From the point of view of the individual level, management can manage the actual work, rather than the expected work. At this level, management can determine employees who need training. On the other hand, it will present the gap between the employee's actual and expected performance (Noe, Winker, 2012). In the case of restaurant Azamartini, the feature that prompted the management suitableness of needs assessment is customer claims about their effectiveness. Justification the importance of training and development Training is viewed a nerve, which provides a fluent and smooth working of the workflow, which helps increase the quality of work of employees, as well as company development. Training is a cure that can heal the gap that comes from factual and expected representations. Speaking about development, it is there that the quantitative and qualitative progress takes part mainly at the managerial level. To be more clearly, we are not talking about physical skills, but about conduct, knowledge, values and attitudes toward the fulfillment of tasks. The basic difference between learning and development is that before, the aim is on specific tasks and roles, while the latter is an ongoing operation that needs to be constantly updated. Its significance lies in the fact that, whether it is a small business entity or a large industry, they should continue to analyze the work role, feel the materiality and advantages of training, and its impact on well-being for the promotion and growth of the company. Also, the importance of learning and development is that in order to obtain the optimal result of the quality of work, it introduces a hint of achieving maturity in the organizational goal. Thus, it is viewed as an important program that should not be taken for granted and should be targeted and studied. Possible consequences for unplanned assessment Despite the fact that the assessment of the need for research provides many advantages, many organizations still do not use it. And the reasons for this are as follows: • Misuse of learning may not fix the problem faced by the company • Techniques, maintenance and purpose may be erroneous in curricula. • Workers can be trained where they do not really have sufficient assurance, skills to learn • The result that the business expects from training can not be sent • Investments made at the training may not correspond to the company's business strategy (Noe, Winker, 2012) Recommendation A probably recommendation for the restaurant Azamartini is the creation of a learning environment, but for now organize training in the workplace, since most of their registrars are too busy with their tasks. Thus, they will be given with one or two trainers who can learn them how to do their job while they are on duty. As a result, they would study more what will cost and Azamartini time effectively. In addition, the hotel manager for restaurant Azamartini must strictly control attendance, since otherwise investments would be useless. If all employees are present at the training lectures and show themselves at the classes, this will serve as a promoting for other students, who will ultimately encourage them to exchange and debate their skills and thoughts. In addition, the attendance of instructors will bring an cooperation environment that will make the operation meaningful and useful. As effect, Azamartini restaurant staff will have an excellent possibility to ask questions and find answers to them, as well as receive feedback that will allow them to work on their mistakes. At the end, having passed all the above processes, the employee of Azamartini will receive the confidence that is viewed necessary in their work. Conclusion Summing up, it appears from the statement that the needs assessment involves an important part in the development of the business, as the productivity of workers can be increased with the help of these programs. To make it clear, you can avoid obsolescence of the manual, and knowledge and skills can be updated and mastered. Using these aforementioned programs, management can see the symptoms of the problem, provide the correct diagnosis of the problem and finally try to find out the proper solution of that. One more positive aspect of needs assessment is the useful side for retaining workers, planning continuity and motivating workers. Saying in differently, it gives a proper and suitable work of the company. The need for training and development arises from a lack of employee productivity, calculated as follows, the expected productivity - actual productivity = development and training needs. Reference (2017). 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