Super Computer Accessories Limited
Every company during its establishment usually among its long-term goals is expansion and development.

This is a key focus for every manager and director in every company for once a company grows, the growth and achievements of that particular company are attributed to the person in charge of the company.

The vise verse also is very applicable in a scenario where a company fails and losses focus, the blame falls back to the manager. For a company to be performing strongly, employee's satisfaction and engagement is very crucial.

Employees make a basic component in every succeeding company. They should be trained and updated on the current treads in the market and new ways of carrying out their daily job.
When a company wants to make its employees professional in their line of work there are Employee development training programs, which offer developmental opportunities for employees. This training makes the company to have a good starting point to expansion. Many companies neglect this training with an argument that it's a waste of time and money.

When a company creates time and money in this training, the company's employees get skills and techniques in how to perform their duties faster and efficiently. This will enhance the companies good and service delivery to its customers. Also, the employees become professional in their field hence producing the best quality to the target market.

The Super Computer Accessories Limited is a company located in California that deals with the supply of computer accessories.

It is a large company with over four thousand employees. The company needs to be updated on the market demand to avoid manufacturing items that are not fast moving. Also, this company requires an innovative team to design new item that will be accepted in the market. Super Computer Accessories Limited was founded in the year 2009 and since then it has been doing significantly good in the market. For this company to remain competitive in the market it must ensure goods produced in the right time and at a high professional level.

Employee training issues should be analyzed well if a business organization is to succeed.
There are issues that ought to be determined before training programs are conducted. They include first, understanding the problem that is the root cause of the problem and then determining the expectations (McGurk, Mueser, Feldman, Wolfe & Pascaris, 2007).
Determine the problem: it may be difficult to determine the cause of the problem, for example when training issues need to be identified. The first step is always to look at an issue on the surface. Looking an issue at the surface may lead to misinterpretation and one may not know the exact cause of the problem.

It is advisable that every issue is taken into consideration one at a time in order to check if there is a possible source of the problem.
For example, a client may suggest that the employees need training on good code of conduct. This statement is very shallow to understand and one may think that the employees are not relating well among themselves whereas, the client meant the relationship between the employees and the customers.

The training may be carried out on a problem that is not serious leaving a more crucial one (McGurk, Mueser, Feldman, Wolfe & Pascaris, 2007). If the cause of the problem is identified, then training issue is well chosen and the training will be beneficial to the employees and they are likely to work to the expectations of their clients.
To determine the problem the following questions ought to be considered;

a) What is the exact root cause of the problem?

b) Will training be effective to improve performance?

c) What are the required skills or knowledge for the performance?

Determine expectations: in many cases, people determine a problem but fail to identify the expectations that will lead to improvement of performance. Determining the expectations is a very crucial step when identifying training issues. In the previous example, the employees are to be trained on how to keep a good code of conduct.

It is not clear if they really behave poorly towards other people. Good understanding of the level of relationship within the company should be well known so that the training covers all the necessary parts.

A clear understanding of the problem and its expectations after the training should be well stated (Bowen & Lawler, 2006).
Many training courses fail because they lack a clear understanding of the performance standards. Ensuring that employees meet the expectations is the goal of all training initiatives.

To understand the expectations well the following questions need to be discussed.

What performance measures are being used to assess employee performance?

What skills are required for the job?

What level of experience is required for the job?

What level of skill is expected once an employee completes the training?

How does the business define success? What are the goals of the business?

After determining the problem and they expect ions, you should be able to define and list the training objectives for the course (McGurk, Mueser, Feldman, Wolfe & Pascaris, 2007)

.Remember that training attempts to provide the necessary knowledge and skill for employees to meet their job performance expectations successfully.

Common employee training issues
Training issues concerning employees are very crucial for a good leadership in a business organization. A good leader ought to organize training for the employees. In real sense, people are delicate to deal with this makes it very difficult to know what they need at a particular juncture. Every person is unique in his/her own way.

When people meet in an organization, they present differences in their experiences (Bowen & Lawler, 2006). However, all people come from the same species therefore there exists a point where people encounter employee training issues.
The employee training issues include basic and obvious problems whose solutions basic too.

To begin with, active revulsion is a problem in employee training. It is expected to be boring and many employees perceive it to be intruding at some of their personal time and an experience that is very tedious. In some cases, some employees may also fear failing in their career. This problem greatly affects employees who are fresh from college since they still have the learning pressure.

Moreover, having a self-centric view leads to a destructive mindset especially when you are in training (Bowen & Lawler, 2006).
Another issue is that people tend to feel or set in their minds that they are experienced enough to get into trainings. Especially if they are older or perhaps they have been working with the company for some time (Kotey & Folker, 2007).

Whenever training is organized, they feel that it is only for the new employees who are not familiar with the organization. In addition, they may view it as being accused of not knowing anything due to this they tend to be less responsive during the training. Older people also tend to reject new ideas when offered during training which may slow the growth of a business organization.
Lastly, one of the other common issues is how to handle training.

Some people dislike sitting through lectures, which may be long, and then various tests, which bring in a classroom mood. Organizing training casually with food, drinks, and then discussions attracts many people and majorities are likely to love it (Kotey & Folker, 2007).
Therefore, employee-training issues are unique to the people, the company in question, and the kind of training required (Kotey & Folker, 2007). There are other issues that are common to the human nature and they only need analyzing the problem and avoiding the mistakes that cause the problem.
Training needs questionnaire

a) Do employees training improve the production or service delivery of a company?

b) Should employees training be contacted in companies?

c) How does a company benefit from time and money used in contacting employees training?

d) How should company's managers evaluate a situation to be an employee's training issue?

e) Which are the disadvantages of employees training programs?

f) Will training be effective to improve performance?

This questionnaire will help collect information from on how employees and managers view employees training. This will help understand what are the expectation of both the employee and the sponsor of the program to make sure the delivered knowledge is sufficient. To collect the required information this questioner will be administered randomly to a selected individual, the information got will be used to represent the bigger generation.