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Saturday, May 12, 2012

Men’s Wearhouse

I selected Men’s Wearhouse for my organization in which to conduct my needs assessment.

Men’s wearhouse is a corpatation that forsters a fun and family-like enviroment based on mutual respect, teamwork, and servant-leaderships.  These fundamental elements are what makes Men's Wearhouse a great place to work. (Men’s Wearhouse, n.d.)

Men’s Wearhouse orginally was known for being a company that sold quality taylor made suits for men.  Like most companies evolved through the years and is now known as an inclusive men’s store.  Providing shoppers with everything a man would need to create a looks that expresses confidence, comfort and a image of a truly successful man.

Let’s take a look at what makes this company tick in order to get a sense of the organization's products and/or services, consumers, management philosophy, and strategic objectives. In order to conduct my needs assessment of this company.

Organization’s Products/Services – To sell men’s clothing, give back to its local communities, and to champion the task of ensuring that “no men are denied the opportunity to be good providers, responsible citizens and positive role models because they lack the appropriate wardrobe to land a job.” (Men’s Wearhouse, n.d.)

Management Philosophy – Is “Employee-Centered Corporate Culture”.  It understands its product, selling clothes but contributes the company’s success to understanding that its heart and soul is its employees.  By creating and fostering an environment in which its members can grow, prosper, and flourish. The company’s business culturally is based on a set of core values that include nurturing creativity, growing together, admitting to mistakes, promoting a happy and healthy lifestyle, enhancing a sense of community, and striving to become self-actualized people (Men’s Wearhouse, n.d.)

Strategic Objectives

Provided High-Quality Training Programs:  For their employees by providing them with the knowledge and skill required for understanding a customer’s needs, male fashion, and their desires when purchasing clothing.

Training Approach:  To incorporate a comprehensive initiation programs and education seminars.

Service Approach:  To provide customers with a shopping experience like none other, by providing them with a team of consultants who posses the ability and drive to transform walking male fashion opps into a icon of a confidence.

Outstanding Service:  By creating an environment where customers feel at easy during their shopping experience and confident that the advice provide ensures they look good as guarantee by its CEO.  As well as, their commitment to provide outstanding service to its employee thru its company benefits programs.

By taking a look at how the company’s organization and culture functions, as well as, its views on training an instructional design (ID) member will be able to take the first step of understand how to effectively approach a needs assessment. (Noe, R., 2010)  The following consideration to consider when preparing and conducting a needs assessment are as follows:

Who need to be involved in order to secure buy-in from levels with in the company? (Noe, R., 2010)  In my case with Men’s Wearhouse, I would consider the CEO (based on research he is a involved member, who hold true to his company culture, and would be an instrumental force in supporting any modification to training that would benefit his valued employees), upper/mid-level/trainers and workers (based on the company’s culture all members have some type of ownership associated with the company core value).

The questions I would ask of the:

Organizational Analysis Phases:
Upper-Level Managers:  Do you see training as valuable tool that supports your business strategy and company goals? (Noe, R., 2010)

Mid-Level Managers:  How do you feel train will help you meet your goals? (Noe, R., 2010)

Trainers:  Do you feel you will have any concerns with receiving the required support to conduct training? (Noe, R., 2010)

Person Analysis Phases:
Upper-Level Managers:  What is required in order for your employees to meet the company objective/goal? (Noe, R., 2010)

Mid-Level Managers:  Who do you think will benefit from the training? (Noe, R., 2010)

Trainers:  Which method will be used to indentify who will be tasked to complete this training? (Noe, R., 2010)

Task Analysis Phases:
Upper-Level Managers:  Do you currently have adequate number of members equip with the knowledge, abilities, and skill to perform these tasks? (Noe, R., 2010)

Mid-Level Managers:  What task will this training provide the most benefit? (Noe, R., 2010)   

Trainers:  Which task to you feel should be included in the training in order for your employees to be able to accomplish the standards required to do this job? (Noe, R., 2010)

The documents or records I feel that provide some insight in the which method would be best is survey feedback from each training event, summary reports that outline employee performance levels associated with areas of concern, company market reports to outline market trend and reports that list the company’s direction associated with its goals and objectives

The techniques I would employ listed in Table 3.2 are:

 Observation:  To be able to observe a member in real time and in their natural environment provides insight and clues as to what and how thing work in relationship to each other. (Noe, R., 2010)
Questionnaires:  This is a cost effective means in which to reach a large population in order to collect data identify trends. (Noe, R., 2010)
Interviews:  Allows you to uncover details and establish a connection in which to gain trust, provide education, and drum up support. (Noe, R., 2010)

By taking this first step you are on your way to creating the proper training that meet your company’s needs.


Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.


  1. Wow Sandra,
    You did an amazing job analyzing and assessing the need for training at Men's Waarhouse. I like the layout of your post and the clarity of each item discussed. You answered all the questions asked. I only have a challenge understanding the way you processed task analysis for Mid-level manager and trainers. I believe a job (position) must be selected before analysis questions could be developed. Noe (2010). Again, thanks you for doing a great job.

  2. Folashade,

    I believe you are correct, I was thinking that I would gather this information as I discovered from the Upper-Level Managers during their interview as to what resource where available to preform what job they felt was under consideration by asking them question; "Do you currently have adequate number of members equip with the knowledge, abilities, and skill to perform these tasks? (Noe, R., 2010)". What's your thought would you have done it differently?

  3. Sandra,

    You post is incredibly thorough and well presented. I have to admit I am tempted to going back to mine and splash a few color photos and the logo. Your summary of the questions you would ask is also spot on. In a few months, I am sure you will be ready to approach these organizations with the confidence of a professionally trained ID.

    Good job

  4. Hi Sandra,

    You are on the mark! I enjoyed your presentation of Men's Warehouse as well as your insight into a needs assessment. You broke down each category with ease as if you was Men's Warehouses' prime marketing director. When I first started reading I thought you were advertising Gap as this is exactly how I feel when I walk into that store. They must have taken some of the same training approaches and masterd it. I especially like the technique you picked from table 3.2, observation. This type of evaluation of what type of training needs to be incorporated is true to this type of company. We need to see them in action in order to see what needs improvement as well as what is working.

    Great Job, I love it!
    Genie Naone

  5. Sandra,
    You made a very important point, that understanding the company's organizational structure, culture and approach to training is critical to a successful needs assessment. The fact that they have an Employee-Centered corporate culture will make your task easier. In addition to the management and employees, would it be advisable to include customers and Suppliers in the needs assessment as stakeholders? I liked the fact that you involved the trainers in each of the three phases of the needs analysis. During the Task analysis and Person analysis phases would it be important to include the customers and suppliers to verify your findings from the internal employees? Specifically, who would you send questionnaires and interview during each phase of the needs assessment?

    1. Mike,

      I agree, and yes looking back I would include customers and suppliers. I think they would be able to provide insight that would help to improve or address the way they implement delivery of products and services. I would also use secret shoppers to assist with providing information regarding the employees in their environment, as well as their thoughts about their visit to confirm that company branding and culture is on point from the customers perception.

      I would ask the customers during check out if they would participate in a survey and those would agreed I would send it to them and I would interview all the employees to get their perspective from all levels of the team.