3. Assessing HRD needs.ppt

8/9/2019 3. Assessing HRD needs.ppt

1/11

Training and HRD Process ModelTraining and HRD Process Model

• Book

8–1


2/11

• Definition and Purposes of Needs Assessment• Needs assessment or needs anal!sis" is a process #!

$%ic% an organi&ation's HRD needs are identified and

articulated( )t is starting point of t%e HRD and training

process( A needs assessment can identif!*

– An organi&ations goals and its effecti+eness in reac%ing t%ese

goals(

– Discrepancies or gaps #et$een emplo!ees, skills and t%e skills

re-uired for effecti+e current .o# performance(

– Discrepancies gaps" #et$een current skills and t%e skillsneeded to perform t%e .o# successfull! in t%e future(

– T%e conditions under $%ic% t%e HRD acti+it! $ill occur(

8–/


3/11

• 0%at is a training or HRD Need

– T%e concept of need t!picall! refers to a discrepanc! or gap #et$een

$%at and organi&ation e2pects to %appen and $%at actuall! occurs

3e+els of Needs assessment

Level What is Measured

4trategic5 6rgani&ational 0%ere is training needed and in $%at

conditions $ill t%e training #e conducted

Task $%at must #e done to perform t%e .o#

effecti+el!

Person 0%o s%ould #e trained 0%at kind of

training do t%e! need

8–7


4/11

• 4trategic5 organi&ational anal!sis* – Needs assessment at t%e organi&ational le+el is usuall!conducted #! performing #! an organi&ational anal!sis(

omponents of a strategic5organi&ational needs anal!sis*

• According to Irwin Goldstein, an organizational analysis

should identify:

• 1. Organizational goals

• 2. Organizational resources

• 3. Organizational climate

• . Organizational constraints

8–9


5/11


6/11

• 6rgani&ational climate –>or e2ample if managers and emplo!ees do not trust

one anot%er< emplo!ees ma! not participate full! and

freel! in a training program(

• 6rgani&ational constraints –?n+ironmental constraints include legal< social<

political and economic issues faced #! an

organi&ation( onstraints often fall $it%in t%e t%reat

area of an organi&ational 406T anal!sis(

8–@


7/11

!ethods of strategic" organizational analysis Goldstein #ro$ides a list of %uestions to as& during an

organizational analysis:

1. Are there any uns#ecified organizational goals that should 'e

translated into training o'(ecti$es or criteria)

2. are the $arious le$els in the organization committed to thetraining o'(ecti$es)

3. *a$e the $arious le$els of #artici#ating units in the organization

'een in$ol$ed with de$elo#ing the #rogram, starting with the

assessment of the desired end results of training)

. Are &ey indi$iduals in the organization ready to acce#t the

'eha$ior of the trainees, and also to ser$e as models of the

a##ro#riate 'eha$ior)

+. ill trainees 'e rewarded on the (o' for the a##ro#riate learned

'eha$ior)

8–


8/11

-. Is training 'eing used to o$ercome organizational #ro'lems or

conflicts that actually re%uire other ty#es of solutions)

. Is to# management willing to commit the necessary resources

to maintain the organization and wor& flow while indi$iduals

are 'eing trained)

8–8


9/11

• Task anal!sis*• Task anal!sis 4ometimes called operations anal!sis" is

a s!stematic collection of data a#out a specific .o# or

group of .o#s uses to determine $%at emplo!ees s%ould

#e taug%t to ac%ie+e optimal performance(• 1. /e$elo# an o$erall (o' descri#tion• 2.Identify the tas&

0 a. /escri'e what should 'e done in the tas&

0 '. /escri'e what is actually done in the tas&

• 3. /escri'e AOs needed to #erform the (o'.• . Identify areas that can 'enefit from training

• +. rioritize areas that can 'enefit from training

8–


10/11

• Person anal!sis

• Person anal!sis is directed at determining t%e training

needs of t%e indi+iduals emplo!ee(

– T%e sources for person anal!sis data include performance

e+aluation< direct o#ser+ation< tests< -uestionnaires and criticalincidents as sources of information a+aila#le for person

assessment(

8–1C


11/11

• Prioriti&ing HRD Needs – Assuming t%at a needs assessment re+eals multiple

needs< management and t%e HRD staff must prioriti&e

t%ese needs(

–T%e pro.ected impact on organi&ational performancemust al$a!s #e kept in mind $%en prioriti&ing HRD

needs(

8–11

3. Assessing HRD needs.ppt

Documents

Transcript of 3. Assessing HRD needs.ppt