Strayer University JPMorgan Chase Training Design Paper The next step in the training process is to design the training.
When designing the training program for your organization (JPMorgan Chase), consider the following questions:
Why is the training needed?
How does the training support the organization’s strategic plan (mission, vision, goals)?
Who will be trained?
What are the training objectives?
What instructional methods or strategies will be used?
Write a four to six (4-6) page paper in which you:
Revise Assignment 2 based on your professor’s feedback. (Revision is not included in the required page count.)
Develop three to four (3-4) complete (all three [3] levels) training objectives for the organizational training program, providing a rationale for each.
Apply 1-5 of Gagné-Briggs Nine Events of Instruction to the design of your training program, providing an example of how you would approach each of the first five (5) events.
Apply 6-9 of Gagné-Briggs Nine Events of Instruction to the design of your training program, providing an example of how you would approach each of the last four (4) events.
Include at least two (2) relevant peer-reviewed references (no more than five [5] years old from material in additon to the textbook.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA. Check with your professor for any additional instructions.
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page, revision, and the reference page are not included in the required assignment page length Running head: TRAINING NEEDS ANALYSIS
Training Needs Analysis
Se’Aunte Watson
Lori Wijbrandus
Organizational Training and Development
July 28, 2019
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TRAINING NEEDS ANALYSIS
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Training Needs Analysis
JPMorgan Chase Bank is a well-known successful corporation; however, even though the
corporation is successful, there is still room for growth, development, and improvement. Like
most large corporations, JPMorgan Chase Bank has areas in which training needs are required.
The corporation is always incorporating new training methods or ways to advance their
employees and improve their customer’s experience. One of the training needs for the
corporation is to have more diversity amongst its leadership team. The first step in the training
process is to conduct a training needs analysis as known as TNA. The steps for the training needs
analysis is Organizational Analysis, Operational Analysis, and Personal Analysis.
Advancement for Black Leaders
Large companies usually pride themselves on the fact that their organizations are diverse
and that they have a variety of employees that come from many different backgrounds. Working
for a business that has a diversified foundation provides a great employee experience because it
leads the employees to believe there are opportunities available and room for growth. JPMorgan
Chase & Company’s workforce is highly diverse. However, there are a few African Americans
holding leadership positions. As such, the organization’s board lacks cultural diversity, which
refers to the existence of various racial and ethnic groups within a society or organization. One
of JPMorgan Chase & Company’s mission statements as it relates to diversity is “Our people are
our most important asset. We believe that diversity among our employees enables us to be the
world-class company we are today. We strive to foster a culture of respect and are committed to
making our workforce workplace and marketplace diverse, inclusive and accessible for all our
employees. Although JPMorgan Chase & Company is very diverse, the company lack diversity
within their African American leader employees. The company appears to be aware of the lack
TRAINING NEEDS ANALYSIS
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of African American leaders within the organization. JPMorgan Chase & Company is
attempting to increase their number of African American employees within these roles. One of
the employee programs the company has incorporated is Advancing Black Leaders. Advancing
Black Leaders is a diversity strategy as it likely to attract and retain highly talented and skilled
African American workers (Konrad, Prasad & Pringle, 2006). Thus, the program is expected to
define JPMorgan Chase as an employer of choice for members of the African American
community. Another statement the program stands by and represents JPMorgan Chase is “Our
success depends on the quality of the people we attract and develop. We must maintain an
environment that is fair and respectful, where people from different backgrounds feel accepted
and valued,” which was created by Dimon, Jamie Chairman, and CEO 2019 (Diversity &
Inclusion). Therefore, the training manager for JPMorgan Chase, the training program for the
organization will consist of training African American employees on how to advance in their
careers and move into leadership roles.
Organizational Analysis within the Training Process
An organizational analysis is a way for management to identify problems that have taken
place but has not been addressed. After the issues have been identified, strategies will be
developed to address the issues. When performing an Organizational Analysis for 200 plus
employees, as the trainer, it is essential to research the company.
Being that JPMorgan Chase is a large company, certain challenges that the entity has
experienced in the past are likely to reoccur in the near future. One of these issues is diversity
within leadership, which should carefully addressed to allow all racial and cultural groups to feel
represented in the company’s decision-making process. The management team may not see this
as an issue, but the organizational chart reveals that the number of African Americans in the
TRAINING NEEDS ANALYSIS
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organization’s board is relatively lower than that of other racial groups. Employee programs
such as Advancing Black Leaders are making efforts to make qualified African American
employees take steps to pursue these positions. Some of the strategies the organization has taken
are: Celebrating Advancing Black Leaders Second Anniversary and preceding the Path to Black
Leaders: Letters to Inspire the Next Generation. Both approaches focus on advancing talent
within the black community (Diversity & Inclusion). As it relates to Organization Analysis,
JPMorgan Chase has identified the problem and is taking steps to fix the issue. Promoting Black
Leaders has also provided success stories on in which it shares examples of how the employee
program has benefited the members of the program.
The Questions to Ask During this Phase
1. How diverse is JP Morgan Chase’s management team?
2. How will the organization benefit from having a highly diverse management team?
3. What approaches should the organization initiate to enhance its management team’s
diversity?
Operational Analysis
Operational Analysis refers to the initial evaluation of what operational aspects are
required to carry on the business, and it is an essential aspect of an organization’s success. This
part of the process is essential because it provides an outline of everything that makes up and can
affect the day to day functions of the business. Operational Analysis affects JPMorgan Chase’s
business function because it allows employees to brainstorm ideas together that, in turn, enhance
the organization’s efficiency (Sexena, 2014). Thus, having a diverse management team provides
organizations with an array of solutions from which they can the ideal ones to implement and
achieve growth. For example, African American investors are likely to be skeptical about
TRAINING NEEDS ANALYSIS
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investing in JP Morgan Chase upon discovering that only a few black Americans hold upper
management positions. This affects the entity’s daily operations as it struggles to acquire
investors. This is because African American investors shy away from JPMorgan Chase because
they believe that the company’s board is racist as it does not provide black employees with
sufficient promotion opportunities. The outlook comes from Abelson & Holman (2018) who
claim that the number of African Americans in JP Morgan Chase declined between 2011 and
2017 from 16 percent to 13.4 percent. Abelson & Homan (2018) further claimed that that the
diversity at other large banks declining also. Thus, there is a need for JP Morgan Chase to
increase the number of black Americans in its workforce and management team.
Questions to Ask During this Phase
1. How will a diverse management team enhance JP Morgan Chase’s operations?
2. Which method should the management use to determine African American employees
with the right leadership skills that can enhance the organization’s performance?
3. How will the company assist employees’ career goals, and subsequently, enhance their
operations?
Person Analysis
The Person Analysis is viewed as the process of studying an employee’s behavior. It
determines if the employee’s performance on their job meets the requirements of the company or
the department in the employee is employed. From a diversity perspective, organizations should
only rely on applicants’ qualifications rather than race or religion during the hiring process. The
viewpoint implies that JPMorgan should not use racial basis to promote its employees into
management positions as the approach discriminated black Americans. The strategy is likely to
allow more African Americans to occupy JP Morgan’s managerial positions. This is because
TRAINING NEEDS ANALYSIS
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there are many qualified black Americans in the organization’s workforce, but the entity’s
promotion policy denies them the opportunity to ascend to leadership positions. Thus, JP Morgan
Chase needs an affirmative action leadership training program to enhance African Americans’
chances of joining the organization’s management team, and subsequently, enhance its diversity.
Questions to Ask During this Phase
1. Who should qualify for the organizations’ leadership training program?
2. How will the training program affect employees’ leadership skills?
3. Will the training program change workers’ attitudes towards their duties and
organizational management?
The Training Needs Analysis
Thus, it is evident that JP Morgan’s training process will entail analyzing the company’s
personnel, operational, and organizational aspects. The process seeks to determine the
organizational needs that the training should address to increase the number of African
Americans in the firm’s leadership positions. As it stands, the organization might be using a
discriminatory approach to promote its employees or black American employees lack leadership
skills needed to ascend to the top management (Turnbull, 2016). The training phase is based on
the perception that African American staff members at the JP Morgan lack effective leadership
and management competencies. Thus, the needs assessment plan will focus on black workers’
past managerial experiences to determine the ideal training initiatives to launch. The strategy will
ensure that the people of color receive effective training to occupy JP Morgan Chase’s top
leadership slots.
In conclusion, JPMorgan Chase & Company prides itself on diversity, which is a plus
from a business perspective. The company’s management team is not as diverse as it workforce,
TRAINING NEEDS ANALYSIS
which implies that certain racial and ethnic groups are discriminated when it comes promotions.
Based on the research completed, JPMorgan is actively making efforts to fix this issue.
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TRAINING NEEDS ANALYSIS
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References
Abelson, M. & Holman, J. (2018, Jun.14). Share of Black Employees at JPMorgan Falls for
Sixth Straight Year in U.S.Bloomberg. Retrieved from
https://bloomberg.com/news/articles/2018-06-14/jpmorgan-s-black-employees-fall-forsixth-straight-year-in-u-s.
“Diversity & Inclusion.” Retrieved from https://www.jpmorganchase.com/corporate/AboutJPMC/diversity.htm.
Konrad, A. M., Prasad, P., & Pringle, J. K. (2006). The handbook of workplace diversity.
London: Sage Publications.
Sexena, A. (2014). Workforce diversity: A key to improve productivity. Procedia Economics
and Finance, 11,76-85. Retrieved from https://doi.org/10.1016/S2212-5671(14)00178-6.
Turnbull, H. (2016). The Illusion of Inclusion: Global Inclusion, Diversity, and the Bottom Line.
New York: Business Expert Press.
Grading for this assignment will be based on answer quality, logic / organization of the paper, and language
and writing skills, using the following rubric.
Points: 150
Assignment 2: Training Needs Analysis
Unacceptable
Fair
Proficient
Exemplary
Criteria
1. Revise Assignment 1
based on your
professor’s feedback.
Weight: 5%
2. Develop a training
needs analysis (TNA)
template. Include the
methods and tools you
would use for the
following phases: (a)
Organizational Analysis,
(b) Operational Analysis
(Task or Job Analysis),
(c) Person Analysis
(Audience Analysis).
Weight: 40%
3. Determine at least
three (3) types of
questions you need to
ask during each phase of
the TNA, providing a
rationale for the
questions.
Weight: 20%
4. Explain the process of
your TNA and any
changes or additions you
would make to the model
provided in the text.
Weight: 20%
5. Include at least three
(3) relevant peerreviewed references
(published within the last
five [5] years) from
Below 70% F
70-79% C
80-89% B
90-100% A
Did not submit or
incompletely
revised Assignment
1 based on your
professor’s
feedback.
Did not submit or
incompletely
developed a training
needs analysis
(TNA) template. Did
not submit or
incompletely
included the
methods and tools
you would use for
the following
phases: (a)
Organizational
Analysis, (b)
Operational
Analysis (Task or
Job Analysis), (c)
Person Analysis
(Audience Analysis).
Partially revised
Assignment 1 based
on your professor’s
feedback.
Satisfactorily revised
Assignment 1 based on
your professor’s
feedback.
Thoroughly revised
Assignment 1 based
on your professor’s
feedback.
Partially developed
a training needs
analysis (TNA)
template. Partially
included the
methods and tools
you would use for
the following
phases: (a)
Organizational
Analysis, (b)
Operational
Analysis (Task or
Job Analysis), (c)
Person Analysis
(Audience Analysis).
Satisfactorily
developed a training
needs analysis (TNA)
template. Satisfactorily
included the methods
and tools you would
use for the following
phases: (a)
Organizational
Analysis, (b)
Operational Analysis
(Task or Job Analysis),
(c) Person Analysis
(Audience Analysis).
Thoroughly
developed a training
needs analysis
(TNA) template.
Thoroughly
included the
methods and tools
you would use for
the following
phases: (a)
Organizational
Analysis, (b)
Operational
Analysis (Task or
Job Analysis), (c)
Person Analysis
(Audience Analysis).
Did not submit or
incompletely
determined at least
three (3) types of
questions you need
to ask during each
phase of the TNA;
did not submit or
incompletely
provided a rationale
for the questions.
Partially
determined at least
three (3) types of
questions you need
to ask during each
phase of the TNA;
partially provided a
rationale for the
questions.
Satisfactorily
determined at least
three (3) types of
questions you need to
ask during each phase
of the TNA;
satisfactorily provided
a rationale for the
questions.
Thoroughly
determined at least
three (3) types of
questions you need
to ask during each
phase of the TNA;
thoroughly
provided a rationale
for the questions.
Did not submit or
incompletely
explained the
process of your TNA
and any changes or
additions you would
make to the model
provided in the text.
Partially explained
the process of your
TNA and any
changes or
additions you would
make to the model
provided in the text.
Satisfactorily
explained the process
of your TNA and any
changes or additions
you would make to the
model provided in the
text.
Thoroughly
explained the
process of your TNA
and any changes or
additions you would
make to the model
provided in the text.
No references
provided
Does not meet the
required number of
references; some or
all references poor
quality choices.
Meets number of
required references;
all references high
quality choices.
Exceeds number of
required references;
all references high
quality choices.
material outside the
textbook.
Weight: 5%
6. Clarity, writing
mechanics, and
formatting requirements
Weight: 10%
More than 6 errors
present
5-6 errors present
3-4 errors present
0-2 errors present
Refer to the Scenario for Assignments 1-5 found here.
The first step in the training process is to conduct a training needs analysis (TNA). The TNA
consists of three phases: Organizational Analysis, Operational Analysis, and Person
Analysis.
When conducting the TNA for your organization, consider the following questions:
•
•
•
What areas or steps of the analysis process would you expand for the organization?
Are there any areas or steps of the analysis process that you would remove?
What data needs to be collected in order to conduct the analysis?
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