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Chapter 4
Why Do Needs
Assessment?
Question:
Why is needs assessment
information critical to the
development and delivery of an
effective HRD program?
What is a Need?
A discrepancy between
expectations and performance
Not only performance needs
involved
Need of HRD
Ultimately the goal of HRD is to
improve an organizations
effectiveness
Needs Assessment
Figuring out what is really needed
Not always an easy task
Needs lots of input
Takes a lot of work
Do it now or do lots more later
First step in both the ISD and HRD
process models
Werner & DeSimone (2006)
Design
Develop
Produce Pilot
Evaluate
Deliver
Improve
Implement
Evaluate
PDM/ISD Model
Analyze need
Design training
Develop
Produce pilot
Evaluate pilot
Deliver training
Improve
Analytic
Compliance
Traps in Needs
Assessment
Focusing only on individual
performance deficiencies
10
Levels of Assessment
Organization
Task
Person
12
Strategic/Organizational
Analysis
A broad, systems view is needed
Need to identify:
Organizational goals
Organizational resources
Organizational climate
Environmental constraints
SWOT Analysis
13
14
Sources of Strategic
Information
Mission statement
HRM inventory
Skills inventory
Quality of Working Life indicators
Efficiency indexes
System changes
Exit interviews
Werner & DeSimone (2006)
15
16
17
18
Task Identification
19
20
21
Person Analysis
Determines training needs for
specific individuals
Based on many sources of data
Summary Analysis
Diagnostic Analysis
22
Performance Appraisal
Relied on heavily in person
analysis
Hard to do
Vital to company and individual
Should be VERY confidential
Based too often on personal
opinion
Werner & DeSimone (2006)
23
24
Performance Appraisal
Process
Determine basis for appraisal
25
26
Warning!!
HRD cannot become a slow-acting
bureaucracy!!
27