How to assess HRD needs

Question

As discussed: HRD intercentions should be designed/conducted using the 4 phahes: needs assessment, design, implementation and evaluation. This chapter describes needs assessment. What is the definition?

Answer 1

Needs assessment/analysis = a process by which an organization's HRD needs are identified and articulated. It is the starting point of the HRD and training process. A needs assessment can identify the organizational goals, discrepancies between desired and current skills and the conditions under which the HRD activity will occur.

Answer 2

1 Diagnostic needs: focus on the factors that lead to performance and precent problems, rather than emphasizing on existing problems.
2 Analytic needs: identify new/better ways to perform
3 Compliance needs: needs that are mandated by law (safety training etc.)

Answer 3

1 Strategic analysis: wheere is training needed and under what conditions
2 Task analysis: what must be done to perform a job or compelte a process successfully.
3 Person analysis: who needs to be trained and what kind of training.

Answer 4

1 Org. goals
2 Org. resources
3 Org. climate (is the org. conducive (dienstbaar) for HRD efforts)
4 Environmental contraints (e.g. legal/social issues)

Answer 5

Task analysis is a systematic collection of data about a specific job/group of jobs used to determine what employees should be taught to achieve optimal performance. Results of an analysis typically incl. the appropriate standards of performance, performance standards, KSAO's (o=other) needed.

Answer 6

1 Develop an overall job description (activities involved, conditions)
2 Identify the task (what should be done + what is actually be done)/
3 Describe the KSAO's needed for performance (Other = personality, interests, attitudes)
4 Identify areas that can benefit from training
5 Prioritize areas that can benefit from training

Answer 7

1 Stimulus-response-feedback: breaks down each task in components
2 Time sampling: watch activities of an employee
3 Critital incidents technique (CIT): let individuals record (in)effective behavior of what they've seen over a period of time
4 Job inventories: questionnaire to identify the tasks
5 Job-duty-task method: a list that identifies the job title. the duties and the KSAO's.