Case Study on Rail Road

8/10/2019 Case Study on Rail Road

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CASE STUDY: Determining Training

Needs at Union Pacific Railroad

By:Afshan Saeed

Hira AfridiRida SiddiquiSobiaKausar

Syeda Maheen Mehmood


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CASE REVIEW


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How would you conduct a need

assessment to determine what

type of trainings conductors

need to effectively use the new

system?


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Need Assessment

A systematic process for determining and

addressing needs, or "gaps" betweencurrent conditions and desired conditionsor "wants".


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Types of Training Needs

Democratic Needs

Analytical Needs

Diagnostics Needs

Compliance Needs


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Training need for Union Pacific

Railroad

BothAnalytical& Diagnostics Needsbecause it adopts new and better ways toimprove performance and focuses on thefactors that lead to effective performance.


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Why is Need Assessment necessary?

Provides important input into most of theremaining steps in the training design.

Helps to determine whether the company wouldoutsource its training


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Why is Need Assessment necessary?

Provides information that helps the company to

choose the appropriate T & D method

Provides information regarding the outcomesthat should be collected to evaluate trainingeffectively


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Causes & Outcomes Of Needs Assessment


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Participation Of Managers And Trainers InNeeds Assessment


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Need Assessment Process

There are three levels of training needsassessment:

Organizational Analysis

Person Analysis

Task Analysis


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Needs Assessment Process


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A tool used when trying to improve anorganizations efficiency, it looks at the structure

and design of an organization and how itinfluences outputs.


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It involves three components:

Companys Strategic Direction

Support of Managers, Peers and Employees fortraining activities

Training Resources


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Strategic Direction of Union Pacific

Railroad

Union Pacific Railroads strategic direction is to

increase productivity, timeliness and accuracy ofshipping to customers by introducing newtechnology.

Its aim is to maintain its position on the cuttingedge of train technology.


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Support of Managers, Peers and Employeesfor training activities

of Union Pacific Railroad

Union Pacific Railroad develops and deliversquality programs and services to attract,develop, motivate and retain a skilled, diverseworkforce.


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Training Resources

of Union Pacific Railroad Union Pacific Railroad has to identify its budget,

time and expertise for the training to make a

decision whether to outsource its trainingpurpose or provide training in-house.

Union Pacific Railroad is in an agreement with

United Transportation Unionfor itstraining purposes.


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Person Analysis

Person Analysis helps to identify whetheremployees current performance or expectedperformance indicates a need for training.

It also helps determining Employees Readiness

for Training


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Person Characteristics Required at UnionPacific Railroad

Conductors with high self-efficacy and cognitive ability arelikely to be successful in training and accommodatethemselves according to the changing technology trends.

They also need to be aware of their career interests and goalsso they take interest in the training and be productive.

The individual should be motivated or else there would be nobenefit of training.


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Input at Union Pacific Railroad

Situational Constraints would be only in time asthe training would be outsourced due to budget

constraints.

Also social support would be necessary toaccommodate work schedules with training and

other responsibilities.


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Output at Union Pacific Railroad

A test would be conducted at Union PacificRailroad,to evaluate the learning of the training.

If poor results are found than new trainingdesign would be made to upgrade employeeperformance.


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Consequences at Union Pacific Railroad

A reward or incentive should be given to the

conductors to motivate and indulge them intraining practices to provide with work results orit may affect their learning in training programs.


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Feedback at Union Pacific Railroad

At Union Pacific Railroad,it should be identifiedwhether feedback is properly provided or not,after and before the training, so the learning canbe properly evaluated.


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Task Analysis

Task analysis results in a description of workactivities, including tasks perform by the employeeand the knowledge, skills, and abilities require

completing the tasks.

Other things refer to the conditions under whichtasks are performed; which include identifying theequipment and environment that the employeeworks in, time constraints for a task, safetyconsiderations, or performance standards.


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Task Analysis at Union Pacific Railroad

At Union Pacific Railroad, current jobs would beanalyzed and then compared with the future change injob responsibilities.

Training would be designed according to the gapbetween these responsibilities after the incorporationof technology.

Knowledge, skills and abilities would be evaluated andthrough it training would be designed.


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Task Analysis at Union Pacific Railroad

Furthermore, a questionnaire would be designed tofind out the gap between work responsibilities, beforeand after, the incorporation of new technology.

Moreover, a focus group would also be formed,comprising of individuals who would be trained from

before, so to judge whether the technology should beinstalled or not.


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Training & Need Assessment

The need assessment process helps determiningthe types of training conductors need toeffectively use the new system.


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Graph

0

10

20

30

40

50

60

70

80

1 2 3 4 5 6

Performance

Time

Before adoption oftechnology

After adoption oftechnology

TrainingGap


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Training Programs For Railway Road

Conductors Comprehensive railroad

safety trainings

Operating rules training.

Technical training.

Derailment investigationand prevention training.

Customized trainingprograms(according to

job responsibilities).

General code of operatingrules.

Channel code ofoperating rules


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Thank You !

Case Study on Rail Road

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