HRM560 MANAGING ORGANIZATIONAL CHANGE - NEEDS ASSESSMENT OF TELSTRA ASSIGNMENT HELP

• Introduction

Human resources are considered as core resource of the organization and identification of their needs can enable the organization to take steps for training and development of employees. The underlying report is based on need assessment of Telstra, which is a famous firm operating in telecommunication sector of Australia. The report has mentioned reasons for needs assessment which is based on performance gap of company. Likewise, detailed needs assessment is carried out and identified need is highlighted, which is being followed by recommendation of appropriate training. 

• Reasons of need Assessment

The analysis of recent financial condition of Telstra has highlighted that company has experienced around 8% decline in its full year profit (Duke, 2018). This decline is based on the notion that industry is facing substantial competition and company is exposed to numerous issues with respect to management of its performance standards. It is addressable that workforce is one of the core resource for assuring that based on utilization of competencies and skills of employees, the performance gap of organization is addressed (Davis, Cutt, Flynn & Mowl, 2016). The need assessment thus plays an important role in identifying any discrepancy in skills, knowledge or competencies of workforce, which might be considered as one cause of declining overall performance of Telstra (Cekada, 2011). 

Telstra is lagging behind the other leading companies in telecommunication and network industry, which calls for serious attention of company to make reliance on training and development programs, such that needs of workforce can be addressed and their motivation is enhanced for accomplishment of organizational goals. It has been identified that recently Telstra has undergone restructuring through which it has formulated a new business unit and transformed its customer plans (Telstra, 2019). These changes clearly indicate that skills and knowledge of workforce are required to be aligned with the transformed processes of Telstra and thus training and development can serve the purpose. These reasons have served as an important ground to carry out need assessment, such that performance gap is identified.  

• The performance gap analysis 

The performance gap analysis is carried out based on the below mentioned figure, which compares achieved results and desired goals of the organization (Sanghi, 2016). It can be seen that performance gap pertains with respect to declining profitability of the organization and lowering competitiveness of Telstra with respect to other players in industry. The actual performance of Telstra has decline by 8% in this year and company needs to take steps through which it can attain its desired goals of organization (Duke, 2018). The key goal of organization is to improve experience of customers, which as telecommunication and Service Company is solely based on skills and competencies of workforce. The knowledge of employees needs further development, with an aim of assuring that company regains its lost market shares and improves its profitability to reach the desired competitiveness level (Noe et al., 2017).

Figure 1. The performance gap analysis method

Source; Noe & Winkler (2012)

As the highlighted issues of Telstra are related to workforce, therefore these issues can be dealt by making reliance on training and development initiatives. 

• Organizational Needs Assessment of Telstra

The training and development needs assessment of Telstra will mainly be carried out through organizational level of analysis. The selection of this method is based on the notion that overall Telstra has taken steps for addressing the individuals’ needs and it has always made an effective reliance on fulfilling the learning needs of workforce, yet the overall organizational levels are not met effectively. Thus, analysis is needed at organizational level such that based on goals of organization, training needs are identified (Miller & Osinski, 2002). The model given in figure 2 will be used for organizational level needs assessment.