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Chapter 4
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 PDM and HRD process models
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Design
Develop
Produce Pilot
Evaluate
Deliver
Improve
Implement Evaluate
What is a Need?
A discrepancy between expectations and performance Not only performance needs involved
Factors that can prevent problems from occurring Analytic Identify new or better ways to do things Mandated by law or regulation
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Compliance
Levels of Assessment
Organization
Task
Person
Strategic/Organizational Analysis
A broad, systems view is needed Need to identify:
Environmental constraints
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Task Analysis
The collection of data about a specific job or group of jobs What employee needs to know to perform a job or jobs
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Describe KSAOs needed Identify potential training areas Prioritize potential training areas
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SOURCE: From G. E. Mills, R. W. Pace, & B. D. Peterson (1988). Analysis in human resource training and organizational development (p. 57). Reading, MA: Addison-Wesley. Reprinted by permission.
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Person Analysis
Determines training needs for specific individuals Based on many sources of data Summary Analysis
Diagnostic Analysis
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
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Conduct the appraisal Determine discrepancies between the standard and performance Identify source(s) of discrepancies Select ways to resolve discrepancies
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Warning!!
HRD cannot become a slow-acting bureaucracy!! HRD must respond to corporate needs HRD should be focused on performance improvement, and not just training
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Summary
Why is needs assessment so often not performed in many organizations?
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SHORT ANSWER QUESTIONS 1. Identify and briefly describe two types of training needs. ANS: Examples include performance deficiency, diagnostic needs, analytic, and compliance needs for training/HRD.
2. State one reason why performance appraisal information is insufficient as the only source of information to conduct a person needs analysis.
ANS: Appraisals may contain incomplete or inaccurate information. Further, as most often used, appraisals often dont get at all the possible reasons for any performance issues that are identified. 3. Identify one advantage of linking organizational needs analysis to the organizations strategic planning process. ANS:This provides the greatest likelihood that what is identified in the needs assessment process is in fact what is most strategically valuable to the organization.
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ESSAY QUESTION You have been asked to perform a task analysis for the job of secretary in the Management Department at your university. Which method(s) of task analysis would you recommend as most appropriate for analyzing this job, and why? Possible answers include: review the existing job description/specifications, observe the job, interview the incumbent, or use any of the more specific task identification methods
I think a top answer will recommend making use of multiple methods of task analysis.
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