Upload
nimeshvadhel
View
214
Download
0
Tags:
Embed Size (px)
Citation preview
Werner & DeSimone (2006) 1
Assessing HRD
Chapter 4
Werner & DeSimone (2006) 2
Why Do Needs Assessment?Question:
Why is needs assessment information critical to the development and delivery of an effective HRD program?
Werner & DeSimone (2006) 3
Needs AssessmentFiguring out what is really neededNot always an easy taskNeeds lots of inputTakes 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) 4
Product Development Model (PDM)
Analyze
Design
Develop
Produce Pilot
Evaluate
Deliver
ImproveBy permission: Doty, W.B. (1997) Product Development
Werner & DeSimone (2006) 5
The HRD Process: A DImE
Werner & DeSimone (2006) 6
Comparing the HRD Process Model to the PDM/ISD Model
HRD Process ModelAssessDesign
ImplementEvaluate
PDM/ISD ModelAnalyze needDesign trainingDevelopProduce pilotEvaluate pilotDeliver trainingImprove
Werner & DeSimone (2006) 7
What is a “Need?”A discrepancy between expectations and performanceNot only “performance” needs involved
Werner & DeSimone (2006) 8
Various Types of NeedsPerformanceDiagnostic Factors that can prevent problems from
occurring (see p. 130)Analytic Identify new or better ways to do thingsCompliance Mandated by law or regulation
Werner & DeSimone (2006) 9
Traps in Needs Assessment
Focusing only on individual performance deficiencies Doesn’t fix group of systemic
problemsStarting with a “Training Needs Assessment” If you know training is needed, why
waste everyone’s time?
Werner & DeSimone (2006) 10
Traps in Needs Assessment – 2
Using Questionnaires Hard to control input, often high
developmental costs, hard to write properlyUsing soft data (opinions) only Need performance and consequence data
Using hard data only Easily measured data is provided, but
critical, hard-to-measure data is missing
Werner & DeSimone (2006) 11
Levels of AssessmentOrganization Where is training needed and under
what conditions?Task What must be done to perform the
job effectively?Person Who should be trained and how?
Werner & DeSimone (2006) 12
Strategic/Organizational Analysis
A broad, “systems” view is neededNeed to identify: Organizational goals Organizational resources Organizational climate Environmental constraints
Werner & DeSimone (2006) 13
Why Strategic Assessment is Needed
Ties HRD programs to corporate or organizational goalsStrengthens the link between profit and HRD actionsStrengthens corporate support for HRDMakes HRD more of a revenue generator Not a profit waster
Werner & DeSimone (2006) 14
Sources of Strategic Information
Mission statementHRM inventorySkills inventoryQuality of Working Life indicatorsEfficiency indexesSystem changesExit interviews
Werner & DeSimone (2006) 15
Task AnalysisThe collection of data about a specific job or group of jobsWhat employee needs to know to perform a job or jobs
Werner & DeSimone (2006) 16
How to Collect Information For a Task Analysis
Job descriptionsTask analysisPerformance standardsPerform jobObserve jobAsk questionsAnalysis of problems
Werner & DeSimone (2006) 17
A Sample Task Analysis Process
Develop job descriptionIdentify job tasks What should be done What is actually doneDescribe KSAOs neededIdentify potential training areasPrioritize potential training areas
Werner & DeSimone (2006) 18
Task Analysis for HRD Position
1. List tasks 1. Observe behavior List four characteristics of behavior Classify behavior 2. Select verb Knowledge of action verbs
Grammatical skills 3. Record behavior State so understood by others Record neatly2. List subtasks
1. Observe behavior List all remaining acts Classify behavior 2. Select verb State correctly Grammatical skills 3. Record behavior Neat and understood by others3. List knowledge
1. State what must be known
Classify all information
2. Determine complexity of skill
Determine if a skill represents a series of acts that must be learned in a sequence
Job title: HRD Professional Specific duty: Task AnalysisTasks Subtasks Knowledge and Skills Required
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.
Werner & DeSimone (2006) 19
A Task Analysis ApplicationQuestion:
You have been asked to perform a task analysis for the job of dispatcher in a city police department. Which method(s) of task analysis do you think are most appropriate for analyzing this job?
Werner & DeSimone (2006) 20
Person AnalysisDetermines training needs for specific individualsBased on many sources of dataSummary Analysis Determine overall success of the
individualDiagnostic Analysis Discover reasons for performance
Werner & DeSimone (2006) 21
Performance AppraisalRelied on heavily in person analysisHard to doVital to company and individualShould be VERY confidentialBased too often on personal opinion
Werner & DeSimone (2006) 22
The Employee Appraisal Process
By Permission: Herbert & Doverspike (1990)
Werner & DeSimone (2006) 23
Performance Appraisal Process
Determine basis for appraisal Job description, MBO objectives, job
standards, etc.Conduct the appraisalDetermine discrepancies between the standard and performanceIdentify source(s) of discrepanciesSelect ways to resolve discrepancies
Werner & DeSimone (2006) 24
Prioritizing HRD NeedsThere are never enough resources availableMust prioritize effortsNeed full organizational involvement in this processInvolve an HRD Advisory Committee.
Werner & DeSimone (2006) 25
Warning!!HRD cannot become a slow-acting bureaucracy!! “The Attack on ISD” article (Text p. 156)HRD must respond to corporate needsHRD should be focused on “performance improvement,” and not just “training”
Werner & DeSimone (2006) 26
SummaryWhy is needs assessment so often not performed in many organizations?
Why should organizations care about needs assessment?