D353 Task 1 Strategic Needs Assessment Exam Preparation Complete Study Guide with Solution 2025/ 2026
D353 Task 1 Strategic Needs Assessment.pdf
D353 Task 1: Strategic Needs Assessment
A1. First, it is important to make sure that the needs of the new floor
agents are aligned with the executive level management needs. This can be
done by first discussing with fellow managers what their goals are for the
new stores and employees. A job analysis is an important step to determine
what is needed for these positions. Job analysis also groups all necessary
jobs and organizes them so that the new trainees can see what the
organization’s structure looks like and the progression of their career path
if they do well, providing inherent motivation (Nebraska).
I would also look through previous manuals and handbooks from the
company in previous years to make sure that the vision and mission
statements are aligned with the new goals. I would then observe employees
on the floor to see what day to day is like and what challenges need to be
met and what weaknesses the new employees display. I would speak to
individuals one on one to see how they’re doing and what they need as well.
Those that were leaders previously or are the most competent, I would
bring together with upper management as a focus group to discuss an
action plan. A survey for new employees to fill out would be a great tangible
way to see overall competencies and areas for improvement. This will show
what skills the agents already have so that the training isn’t too redundant.
It would be important to have scheduled training courses on specific days
for certain skills with team leads guiding, so that everyone is on the same
page and can discuss amongst themselves how things are going. The
employees would then be observed on the floor to mark progress and to see
if the training is working. After the training process, the company would
then distribute a questionnaire to get important feedback on how it went
and to fill gaps for future trainees.
A2. a) An internal strength of the organization is going from a store with 30
years of consistency to rapidly growing to a nationwide store.
ai) This all shows that the store must have been doing something right to
have the public trust them enough to thrive for 30 years of business and
already has a strong team and insight as to how to sell and how to treat
customers. It also shows that they can pivot and adapt to change well, and
that they are open to new ideas and training. This means that the training
should go smoothly with the insight and that employees will feel empowered
to bring new ideas to the table.
This study source was downloaded by 1827175 from cliffsnotes.com on 01-08-2026 18:46:33 GMT -06:00
Page 1 of 3 D353 Task 1 Strategic Needs Assessment D353 Task 1 Strategic Needs Assessment.pdf
https://www.cliffsnotes.com//study-notes/24227285
D353 Task 1 Strategic Needs Assessment.pdf
D353 Task 1: Strategic Needs Assessment
A1. First, it is important to make sure that the needs of the new floor
agents are aligned with the executive level management needs. This can be
done by first discussing with fellow managers what their goals are for the
new stores and employees. A job analysis is an important step to determine
what is needed for these positions. Job analysis also groups all necessary
jobs and organizes them so that the new trainees can see what the
organization’s structure looks like and the progression of their career path
if they do well, providing inherent motivation (Nebraska).
I would also look through previous manuals and handbooks from the
company in previous years to make sure that the vision and mission
statements are aligned with the new goals. I would then observe employees
on the floor to see what day to day is like and what challenges need to be
met and what weaknesses the new employees display. I would speak to
individuals one on one to see how they’re doing and what they need as well.
Those that were leaders previously or are the most competent, I would
bring together with upper management as a focus group to discuss an
action plan. A survey for new employees to fill out would be a great tangible
way to see overall competencies and areas for improvement. This will show
what skills the agents already have so that the training isn’t too redundant.
It would be important to have scheduled training courses on specific days
for certain skills with team leads guiding, so that everyone is on the same
page and can discuss amongst themselves how things are going. The
employees would then be observed on the floor to mark progress and to see
if the training is working. After the training process, the company would
then distribute a questionnaire to get important feedback on how it went
and to fill gaps for future trainees.
A2. a) An internal strength of the organization is going from a store with 30
years of consistency to rapidly growing to a nationwide store.
ai) This all shows that the store must have been doing something right to
have the public trust them enough to thrive for 30 years of business and
already has a strong team and insight as to how to sell and how to treat
customers. It also shows that they can pivot and adapt to change well, and
that they are open to new ideas and training. This means that the training
should go smoothly with the insight and that employees will feel empowered
to bring new ideas to the table.
This study source was downloaded by 1827175 from cliffsnotes.com on 01-08-2026 18:46:33 GMT -06:00
Page 1 of 3 D353 Task 1 Strategic Needs Assessment D353 Task 1 Strategic Needs Assessment.pdf
https://www.cliffsnotes.com//study-notes/24227285
