Running Head: OL 211 MILESTONE
TWO
OL 211 Milestone
Two Name
Southern New Hampshire University
, OL 211 MILESTONE 2
TWO
Training is essential to help employees learn specialized awareness or competence to
improve execution in their current roles. Development focuses on employee improvement and
future progression. In the document, A.P. Møller - Maersk Group: Evaluating Strategic Talent
Management Initiatives, we learn that Maersk Group focuses on improving employees on a
global level to elevate them effectively to perform their job to move the company ahead
(Groysberg & Abbott, 2013).
Maersk Group had traditionally relied on training inexperienced individuals, but the
company experienced growth, it needed experienced professionals and managers to run the
organization (Groyberg & Abbott, 2013). With a new human resource strategic outlook, a
training needs assessment was implemented by performance measurement and restructuring the
strategic alignment of the business to adjust to their tremendous growth in the global market.
After identifying the specific skills and experience necessary for a change at Maersk, then the
framework for goals could be done (Baker, 2016).
A needs assessment is the first step in planning training for the basis for developing
learning objectives for an organization. All professional development within an organization is
derived from the needs assessment and human resources need to find out what learners want
(Society of Human Resource Management (SHRM), 2009). “A training needs assessment
identifies individuals’ current level of competence, skill or knowledge in one or more areas and
compares that competence level to the level required for their position or another position within
the organization” (SHRM, 2014).
This assessment aids as a diagnostic tool for deciding what training essential to take place
and make sure that the learning is relevant, practical and applicable to the adult learners’
situation. The need assessment gathers information to ascertain what training needs to be
TWO
OL 211 Milestone
Two Name
Southern New Hampshire University
, OL 211 MILESTONE 2
TWO
Training is essential to help employees learn specialized awareness or competence to
improve execution in their current roles. Development focuses on employee improvement and
future progression. In the document, A.P. Møller - Maersk Group: Evaluating Strategic Talent
Management Initiatives, we learn that Maersk Group focuses on improving employees on a
global level to elevate them effectively to perform their job to move the company ahead
(Groysberg & Abbott, 2013).
Maersk Group had traditionally relied on training inexperienced individuals, but the
company experienced growth, it needed experienced professionals and managers to run the
organization (Groyberg & Abbott, 2013). With a new human resource strategic outlook, a
training needs assessment was implemented by performance measurement and restructuring the
strategic alignment of the business to adjust to their tremendous growth in the global market.
After identifying the specific skills and experience necessary for a change at Maersk, then the
framework for goals could be done (Baker, 2016).
A needs assessment is the first step in planning training for the basis for developing
learning objectives for an organization. All professional development within an organization is
derived from the needs assessment and human resources need to find out what learners want
(Society of Human Resource Management (SHRM), 2009). “A training needs assessment
identifies individuals’ current level of competence, skill or knowledge in one or more areas and
compares that competence level to the level required for their position or another position within
the organization” (SHRM, 2014).
This assessment aids as a diagnostic tool for deciding what training essential to take place
and make sure that the learning is relevant, practical and applicable to the adult learners’
situation. The need assessment gathers information to ascertain what training needs to be
