BUSI 616 Week 4 Training Needs Analysis Example

Course	BUSI 616 Total Quality Management (BUSI616)
Module/Week	4
Assignment	Training Needs Analysis
Paper type	Short APA paper planning a training needs analysis
Length	about 373 words, 1 double-spaced pages plus title page and references. Course guide: approximately 350 words with a title page and reference list in current APA format, citing at least 2 scholarly articles for a total of 3 references, with biblical integration
Format	APA 7 student paper
Points	50
School	Liberty University Online
Program	MBA
Where it sits	Module/Week 4 in Liberty's published BUSI 616 course guide; current sections can differ
Updated	October 2026

Free sample paper for BUSI 616 Week 4

Training Before Blame: A Three-Level Training Needs Analysis for Reducing Crown Remakes

[Student Name]

School of Business, Liberty University

BUSI 616: Total Quality Management

Training Needs Analysis

[Instructor Name]

[Date]

The dental laboratory, its targets and its remake data are composites standing in for the organization a student selects; the textbook, Scripture and studies cited are real, and the requirements follow Liberty's public course guide for BUSI 616.

Training Before Blame: A Three-Level Training Needs Analysis for Reducing Crown Remakes

Purpose of the Analysis

Why this part earns its pointsThe opening limits training to the part of the problem training can fix, which is the judgment a needs analysis exists to make.

Shenandoah Dental Arts aims to cut its crown remake rate from 9.4 percent to 5 percent within a year. Goetsch and Davis (2016) caution that training should follow from an identified need rather than habit, and some remakes come from incomplete prescriptions, which no amount of technician training will fix. Salas et al. (2012) describe a needs analysis at three levels, organization, task and person, and the laboratory's analysis would follow that order.

Three Levels

Why this part earns its pointsEach level of the analysis ends in a concrete output, which is what lets the training content follow from evidence.

Organizational analysis would confirm that the remake goal is the owners' priority, that technicians will have paid time to train and that supervisors will reinforce new methods on the bench. Without that support, even good training fades within weeks. The analysis would also estimate cost: two hours a week for twelve designers over two months is a real loss of output during a busy season, and the owners should agree to it knowingly.

Task analysis would break the two steps where most fit errors arise, marking the margin on the digital design and adjusting proximal contacts, into the decisions a technician makes, using observation of senior technicians and the remake slips from Module/Week 3. The output is a short list of critical judgments, for example how far to extend a margin line where a scan is blurred, that separate first-time fits from remakes.

Person analysis would use blind skill checks: each designer marks margins on the same ten archived scans whose correct outcomes are known. Scores would be reviewed in private, and anyone below the standard would join a small coaching group led by a senior technician. Testing everyone on the same cases shows who needs training without turning the remake log into a list of culprits.

Level	Question	Method	Output
Organization	Does training serve the remake goal, and will it be supported?	Owner interview, schedule review	Approved time and reinforcement plan
Task	Which decisions cause poor fit?	Observation, remake reason codes	List of critical design and finishing skills
Person	Who lacks those skills?	Blind checks on ten standard scans	Training groups by skill gap

Expected Value and Integration

Why this part earns its pointsThe paper closes by tying evidence of training effectiveness to the laboratory's goal and to a biblical view of learning.

Across the studies Arthur et al. (2003) combined, well-designed training improved not only what employees knew but also how they performed on the job and what the organization achieved, with effects in the medium to large range. That evidence supports spending on training aimed at the specific gaps the analysis uncovers, rather than a general refresher for all 60 technicians. Proverbs teaches that the wise, by listening, grow in learning (English Standard Version Bible, 2001/2016, Proverbs 1:5); a laboratory that invests in its technicians' skill honors both them and the patients they serve.

References

Arthur, W., Jr., Bennett, W., Jr., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied Psychology, 88(2), 234-245. https://doi.org/10.1037/0021-9010.88.2.234

English Standard Version Bible. (2016). Crossway. (Original work published 2001)

Goetsch, D. L., & Davis, S. B. (2016). Quality management for organizational excellence: Introduction to total quality (8th ed.). Pearson.

Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The science of training and development in organizations: What matters in practice. Psychological Science in the Public Interest, 13(2), 74-101. https://doi.org/10.1177/1529100612436661

What the BUSI 616 Week 4 instructions ask

For Module/Week 4, BUSI 616 assigns chapters 10 to 12 of Goetsch and Davis, four presentations and three websites, with Discussion Board Forums 5 and 6 due the same week. The Training Needs Analysis paper asks students to decide how they would conduct a TNA for the organizational problem they chose, with the aim of bringing about a quality change. At approximately 350 words it is the shortest of the BUSI 616 papers, yet it still requires two scholarly articles besides the textbook, three references in total, together with biblical integration. It must follow current APA rules, open with a title page and close with references, and it carries 50 points.

How this BUSI 616 Week 4 example is built

The sample opens by linking training to the remake goal and the Week 1 decision to treat defects as a system problem. It then works through organizational, task and person analysis, with one paragraph each, drawing on Salas, Tannenbaum, Kraiger and Smith-Jentsch's review for the structure and on Arthur, Bennett, Edens and Bell's meta-analysis for the claim that well-designed training changes on-the-job behavior and results, not only knowledge. The person analysis uses blind skill checks on standard cases so that technicians are not singled out. A summary table gives each level's question, method and output. Proverbs on the wise increasing in learning supplies the biblical integration in the closing lines.

BUSI 616 Week 4 grading rubric: where the points go

Graders look for a TNA plan that is specific to the student's own quality problem and follows a recognized structure, typically organizational, task and person analysis, with methods named for each level. Because the paper is short, precision matters more than coverage: a strong submission names the measure, the people tested and the way findings will shape what is taught. Scholarly evidence should justify the approach, and the biblical integration should relate to learning, stewardship of people or service. Graders also check that the paper stays near 350 words, that its title page and references follow current APA rules and that the three references, two of them scholarly articles, are cited correctly.

BUSI 616 Week 4 help: mistakes that cost points

The usual mistake is to describe training rather than the analysis that decides it, jumping straight to "we will run a workshop." A TNA answers three earlier questions: is training the right fix, what tasks need it and who needs it. Say plainly if part of your problem is not a training problem, such as unclear dentist prescriptions, because graders value that judgment. Use a measurable gap from your organization's data. Keep the person analysis fair: assessing skills on a standard task is better than ranking employees by complaints. And because the limit is about 350 words, cut background on your organization to a sentence or two; the reader already met it in earlier modules.

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BUSI 616 Week 4 questions, answered

What is the BUSI 616 Training Needs Analysis assignment?

A 50-point paper of about 350 words in Module/Week 4 explaining how the student would conduct a training needs analysis for the problem picked at the start of the course; it needs three APA sources and a link to Scripture.

Where can I find a free BUSI 616 Week 4 sample paper?

This page carries the complete Week 4 Training Needs Analysis for BUSI 616, a three-level plan for a dental laboratory reducing crown remakes, with a summary table and Scripture integration.

What are the three levels of a training needs analysis?

Organizational analysis asks whether training supports the organization's goals and will be supported; task analysis identifies the knowledge and skills the work requires; person analysis determines who lacks them.

Does workplace training improve performance?

Pooled evidence from many organizational training studies shows medium to large gains in what trainees learn, how they work afterward and the results they produce, provided the program is designed with care.

How is a TNA used in total quality management?

It ensures that training addresses the specific gaps behind a quality problem, so improvement efforts are not wasted teaching skills employees already have or treating a process problem as a people problem.

Use it as a model, or ask for your own

This paper is an original model written by our desk for study. It is not a submitted student paper and not an official Liberty University document. Read it for structure and reasoning, then write your own to the instructions in your Canvas course. If you want a version built to your exact prompt and rubric, the first custom sample is free and arrives in 24 to 48 hours.

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