Chapter 04 Slides 4e

FIRST STEP

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A discrepancy between expectations and performance

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Question:Why is needs assessment information critical to the development and delivery of an effective HRD program?

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Organizational goals linked to its effectiveness

Gaps b/w employees present skills and skills required

Gaps b/w current skills ann skills required in future

The conditions under which HRD actitvity will occur

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Figuring out what is really neededNot always an easy taskNeeds lots of inputTakes a lot of work“Do it now or do lots more later”

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Difficult time consumingAction preferred over researchAvailable information preferred over researchLack of support

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DiagnosticFactors that can prevent problems from

occurring Analytic

Identify new or better ways to do thingsCompliance

Mandated by law or regulation

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Focusing only on individual performance deficienciesDoesn’t fix group of systemic problems

Starting with a “Training Needs Assessment”If you know training is needed, why waste

everyone’s time?

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Using QuestionnairesHard to control input, often high

developmental costs, hard to write properly

Using soft data (opinions) onlyNeed performance and consequence data

Using hard data onlyEasily measured data is provided, but critical,

hard-to-measure data is missing

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OrganizationWhere is training needed and under what

conditions?Task

What must be done to perform the job effectively?

PersonWho should be trained and how?

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A broad, “systems” view is neededNeed to identify:

Organizational goalsOrganizational resourcesOrganizational climateEnvironmental constraints

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Ties HRD programs to corporate or organizational goals

Strengthens the link between profit and HRD actions

Strengthens corporate support for HRDMakes HRD more of a revenue generator

Not a profit waster

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Mission statementHRM inventorySkills inventoryQuality of Working Life indicatorsEfficiency indexesSystem changesExit interviews

Performance Appraisal

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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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Job descriptionsTask analysisPerformance standardsPerform jobObserve jobAsk questionsAnalysis of problems

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Develop job descriptionIdentify job tasks

What should be doneWhat is actually done

Describe KSAOs neededIdentify potential training areasPrioritize potential training areas

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Determines training needs for specific individuals

Based on many sources of dataSummary Analysis

Determine overall success of the individualDiagnostic Analysis

Discover reasons for performance

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Relied on heavily in person analysisHard to doVital to company and individualShould be VERY confidentialBased too often on personal opinion

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Determine basis for appraisalJob description, MBO objectives, job standards,

etc.Conduct the appraisalDetermine discrepancies between the

standard and performanceIdentify source(s) of discrepanciesSelect ways to resolve discrepancies

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There are never enough resources availableMust prioritize effortsNeed full organizational involvement in this

processInvolve an HRD Advisory Committee.

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Why is needs assessment so often not performed in many organizations?

Why should organizations care about needs assessment?

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