T&D MIDTERMS

Organizational analysis

 appropriateness of training given the company's strategy and resources

Person analysis

reason of poor performance is because of lack of knowledge, skills, or ability

Task analysis

 inaadentify yung knowledge, skills, abilities, and behavior needed for employees to complete their task.

Why needs Assessment is necessary?

training programs have the wrong content, objectives, methods

Cause and Outcomes of needs analysis

legislation

cause

Cause and Outcomes of needs analysis

who needs training

outcomes

Cause and Outcomes of needs analysis

higher performance standard

Cause

Cause and Outcomes of needs analysis

what trainees need to learn

Outcomes

Cause of need analysis

-legislation

- lack of basic skills

- poor performance

- new technology

- customer request

- new product

- higher performance standard

- new job

- customer dissatisfaction

- reduce scraps

- improve quality

Outcomes of needs analysis

- what trainees need to learn

- who needs training

- appropriate training

- frequency of training

- buy vs build

- training vs hr other option such as selection or job redesign

- how training should be evaluated

- how t facilitate transfer training

Who needs to participate in needs Assessment?

Subject-matter experts (SME's) & Job incumbent

Needs Assessment Techniques

Observation & Questionnaire & Interview

Advantages of Observation

generates relevant data related to work environment

Advantages of Questionnaire

large data from large number of people

advantages of Interview

good at uncovering details such as cause and solution to problem

Advanatages Focus group and collaboration tools

useful with complex and controversial issues that one person is unable or unwilling to explore

Advantages of Documentation

good source of task information for new jobs and jobs being created

Disadvantages of Online technology (software)

managers may use information to punish than train

Disadvantages of Historical data review

avail data may be inaccurate, incomplete, not fully represent performance

Methods used in needs Assessment

focus groups, Crowdsourcing, Benchmarking

what us Benchmarking?

use information from other companies training practices to help determine the appropriate type, level and frequency.

What is Crowdsourcing?

ask a large group of employees to help provide information for needs assessment that they are not traditionally asked to do.

what is the under of Organizational Analysis?

-Strategic Direction

-Support of managers, peers, and employee for training activities

-training resources

what is Strategic Direction?

Influences frequency and type of training

Training development

to identify training resources is to look for companies with similar operations to share practices

what is person analysis?

readiness for training: refers to wether employee has the personal characteristics necessary to learn program content and apply to to job

Note: THE PROCESS INVOLVES EVALUATING EMPLOYEE CHARACTERISTICS, INPUT, OUTPUT, CONSEQUENCES, AND FEEDBACK.

feedback

information that employee receive while performing

Note: THE PROCESS INVOLVES EVALUATING EMPLOYEE CHARACTERISTICS, INPUT, OUTPUT, CONSEQUENCES, AND FEEDBACK.

consequences

type of incentives for performing well

Note: THE PROCESS INVOLVES EVALUATING EMPLOYEE CHARACTERISTICS, INPUT, OUTPUT, CONSEQUENCES, AND FEEDBACK.

motivation to learn

trainees desire to learn the content of training programs

Note: THE PROCESS INVOLVES EVALUATING EMPLOYEE CHARACTERISTICS, INPUT, OUTPUT, CONSEQUENCES, AND FEEDBACK.

persons characteristics

basic skills, cognitive skills, language skills, and other that are necceyto perform and learn effectively

Note: THE PROCESS INVOLVES EVALUATING EMPLOYEE CHARACTERISTICS, INPUT, OUTPUT, CONSEQUENCES, AND FEEDBACK.

awareness of training needs

managers should communicate the link between training and improvement of skills weaknesses and knowledge deficiencies

Under of Age and Generations

Traditionalist (1925-1945)

- patriotic and loyal

- great knowledge of the history of organizations and work life

Under of Age and Generations

Baby boomers (1946-1964)

- competitive, hardworking, and concerned that all employees be fairly treated

Under of Age and Generations

Gen X (1965-1980)

- need feedback and flexibility

- dislike close supervision

Under of Age and Generations

Millenniums and Gen Y (born after 1980)

- optimistic, willing to work and learn, technology-literate

Under of Task Analysis

Task

Employees WORK ACTIVITY in a specic job

Under of Task Analysis

Job

specific POSITION requiring the completion of certain task

Knowledge

indicates facts and procedure

Skills

 indicate competency in performing a task

Ability

physical and mental capacity to perform a task

Competency Model

identify necessary competencies for each job

Competency model can be used to?

- performance management

- identifyimg best employees to fill the position

 WHAT IS RAPID NEEDS ASSESSMENT?

needs assessment that is DONE QUICKLY AND ACCURATELY, but without sacrificing the quality of the process or outcome

Competency model is USEFUL FOR TRAINING AND DEVELOPMENT IN SEVERAL WAYS:

Evaluate current training programs and present needs

Provide framework for couching and feedback for current and future role