Case Study: Determining Training Needs at Summit Credit Union
Summit Credit Union, located in Madison and Milwaukee, Wisconsin, is a small company with 366 employees. A merger in 2015 doubled the company's size and made it necessary to build a new corporate culture.
Summit's mission is to improve credit members' financial lives to help them achieve their dreams. For example, in 2013, Summit members saved over $13 million based on higher savings rates, lower loan rates, and lower fees compared to for-profit banking institutions in Wisconsin.
Summit has invested in creating a world-class learning function, which includes a team of seven professionals who can design and deliver instructor-led and online learning. Summit has shifted from generic off-the-shelf training to developing programs customized to employee needs and the company's goals and initiatives. For example, the learning function is expected to be crucial in dealing with business issues such as efficiency, loan growth, and increased sales. All learning staff members are expected to contribute to new company initiatives, such as new products and services, systems, or regulations.
Summit has recently identified a problem with its new lenders. They were starting to perform their jobs without the necessary skills, information, and knowledge that they needed. One potential reason for this is how the lending training curriculum is organized. New lenders attend a course on different types of loans and the lending system, start their jobs and then return for a period on lending guidelines, underwriting, and sales skills.
Outlines
Week 8: Final
The sections listed below as the Final - Training Evaluation. Note that you must resubmit all prior sections from Drafts 1 and 2 in order to submit a comprehensive paper containing all Course Project sections.
- Title
- Table of Contents
- Introduction
- SWOT Analysis
- Gap Analysis
- Needs Assessment
- Objectives
- Goals
- Methods
- Formative Evaluation
- Summative Evaluation
- Conclusion
- References