Description
Highlights about why needs assessment information is critical to the development and delivery of effective HRD program.
Assessing HRD
1
Why Do Needs Assessment?
Question: Why is needs assessment information critical to the development and delivery of an effective HRD program?
2
Needs Assessment
• • • • • • Figuring out what is really needed Not always an easy task Needs lots of input Takes a lot of work “Do it now or do lots more later” First step in both the PDM and HRD process models
3
Product Development Model (PDM)
Analyze
Design
Develop
Produce Pilot
Evaluate
Deliver
By permission: Doty, W.B. (1997) Product Development
Improve
4
The HRD Process: A DImE
5
Comparing the HRD Process Model to the PDM/ISD Model
HRD Process Model • Assess • Design PDM Model • Analyze need • Design training • Develop • Produce pilot • Evaluate pilot • Deliver training • Improve
6
• Implement • Evaluate
What is a “Need?”
• A discrepancy between expectations and performance • Not only “performance” needs involved
7
Various Types of Needs
• Performance • Diagnostic
– Factors that can prevent problems from occurring – Analytic – Identify new or better ways to do things
• Compliance
– Mandated by law or regulation
8
Traps in Needs Assessment
• Focusing only on individual performance deficiencies
– Doesn’t fix group of systemic problems
• Starting with a “Training Needs Assessment”
– If you know training is needed, why waste everyone’s time?
9
Traps in Needs Assessment – 2
• Using Questionnaires – Hard to control input, often high developmental costs, hard to write properly • Using 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
10
Levels of Assessment
• Organization
– 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?
11
Strategic/Organizational Analysis
• A broad, “systems” view is needed • Need to identify:
– Organizational goals
– Organizational resources
– Organizational climate – Environmental constraints
12
Why Strategic Assessment is Needed
• Ties HRD programs to corporate or organizational goals • Strengthens the link between profit and HRD actions • Strengthens corporate support for HRD • Makes HRD more of a revenue generator
– Not a profit waster
13
Sources of Strategic Information
• • • • • • • Mission statement HRM inventory Skills inventory Quality of Working Life indicators Efficiency indexes System changes Exit interviews
14
Task Analysis
• The collection of data about a specific job or group of jobs • What employee needs to know to perform a job or jobs
15
How to Collect Information For a Task Analysis
• • • • • • • Job descriptions Task analysis Performance standards Perform job Observe job Ask questions Analysis of problems
16
A Sample Task Analysis Process
• Develop job description • Identify job tasks
– What should be done – What is actually done
• Describe KSAOs needed • Identify potential training areas • Prioritize potential training areas
17
Task Analysis for HRD Position
Job title: HRD Professional Tasks 1. List tasks Subtasks 1. Observe behavior Specific duty: Task Analysis Knowledge and Skills Required 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 neatly 2. List subtasks 1. Observe behavior List all remaining acts Classify behavior 2. Select verb State correctly Grammatical skills 3. Record behavior 3. List knowledge 1. State what must be known 2. Determine complexity of skill Neat and understood by others Classify all information Determine if a skill represents a series of acts that must be learned in a sequence
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.
18
A Task Analysis Application
Question: 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?
19
Person Analysis
• Determines training needs for specific individuals • Based on many sources of data • Summary Analysis
– Determine overall success of the individual
• Diagnostic Analysis
– Discover reasons for performance
20
Performance Appraisal
• • • • • Relied on heavily in person analysis Hard to do Vital to company and individual Should be VERY confidential Based too often on personal opinion
21
The Employee Appraisal Process
By Permission: Herbert & Doverspike (1990) 22
Performance Appraisal Process
• Determine basis for appraisal
– Job description, MBO objectives, job standards, etc.
• Conduct the appraisal • Determine discrepancies between the standard and performance • Identify source(s) of discrepancies • Select ways to resolve discrepancies
23
Prioritizing HRD Needs
• There are never enough resources available • Must prioritize efforts • Need full organizational involvement in this process • Involve an HRD Advisory Committee.
24
Warning!!
• HRD cannot become a slow-acting bureaucracy!! • HRD must respond to corporate needs • HRD should be focused on “performance improvement,” and not just “training”
25
Summary
• Why is needs assessment so often not performed in many organizations?
• Why should organizations care about needs assessment?
26
SHORT ANSWER QUESTIONS 1. Identify and briefly describe two types of training needs. ANS: Examples include performance deficiency, diagnostic needs, analytic, and compliance needs for training/HRD.
2. State one reason why performance appraisal information is insufficient as the only source of information to conduct a person needs analysis.
ANS: Appraisals may contain incomplete or inaccurate information. Further, as most often used, appraisals often don’t get at all the possible reasons for any performance issues that are identified. 3. Identify one advantage of linking organizational needs analysis to the organization’s strategic planning process. ANS:This provides the greatest likelihood that what is identified in the needs assessment process is in fact what is most strategically valuable to the organization.
27
ESSAY QUESTION You have been asked to perform a task analysis for the job of secretary in the Management Department at your university. Which method(s) of task analysis would you recommend as most appropriate for analyzing this job, and why? Possible answers include: review the existing job description/specifications, observe the job, interview the incumbent, or use any of the more specific task identification methods
I think a top answer will recommend making use of multiple methods of task analysis.
28
doc_412118808.pptx
Highlights about why needs assessment information is critical to the development and delivery of effective HRD program.
Assessing HRD
1
Why Do Needs Assessment?
Question: Why is needs assessment information critical to the development and delivery of an effective HRD program?
2
Needs Assessment
• • • • • • Figuring out what is really needed Not always an easy task Needs lots of input Takes a lot of work “Do it now or do lots more later” First step in both the PDM and HRD process models
3
Product Development Model (PDM)
Analyze
Design
Develop
Produce Pilot
Evaluate
Deliver
By permission: Doty, W.B. (1997) Product Development
Improve
4
The HRD Process: A DImE
5
Comparing the HRD Process Model to the PDM/ISD Model
HRD Process Model • Assess • Design PDM Model • Analyze need • Design training • Develop • Produce pilot • Evaluate pilot • Deliver training • Improve
6
• Implement • Evaluate
What is a “Need?”
• A discrepancy between expectations and performance • Not only “performance” needs involved
7
Various Types of Needs
• Performance • Diagnostic
– Factors that can prevent problems from occurring – Analytic – Identify new or better ways to do things
• Compliance
– Mandated by law or regulation
8
Traps in Needs Assessment
• Focusing only on individual performance deficiencies
– Doesn’t fix group of systemic problems
• Starting with a “Training Needs Assessment”
– If you know training is needed, why waste everyone’s time?
9
Traps in Needs Assessment – 2
• Using Questionnaires – Hard to control input, often high developmental costs, hard to write properly • Using 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
10
Levels of Assessment
• Organization
– 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?
11
Strategic/Organizational Analysis
• A broad, “systems” view is needed • Need to identify:
– Organizational goals
– Organizational resources
– Organizational climate – Environmental constraints
12
Why Strategic Assessment is Needed
• Ties HRD programs to corporate or organizational goals • Strengthens the link between profit and HRD actions • Strengthens corporate support for HRD • Makes HRD more of a revenue generator
– Not a profit waster
13
Sources of Strategic Information
• • • • • • • Mission statement HRM inventory Skills inventory Quality of Working Life indicators Efficiency indexes System changes Exit interviews
14
Task Analysis
• The collection of data about a specific job or group of jobs • What employee needs to know to perform a job or jobs
15
How to Collect Information For a Task Analysis
• • • • • • • Job descriptions Task analysis Performance standards Perform job Observe job Ask questions Analysis of problems
16
A Sample Task Analysis Process
• Develop job description • Identify job tasks
– What should be done – What is actually done
• Describe KSAOs needed • Identify potential training areas • Prioritize potential training areas
17
Task Analysis for HRD Position
Job title: HRD Professional Tasks 1. List tasks Subtasks 1. Observe behavior Specific duty: Task Analysis Knowledge and Skills Required 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 neatly 2. List subtasks 1. Observe behavior List all remaining acts Classify behavior 2. Select verb State correctly Grammatical skills 3. Record behavior 3. List knowledge 1. State what must be known 2. Determine complexity of skill Neat and understood by others Classify all information Determine if a skill represents a series of acts that must be learned in a sequence
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.
18
A Task Analysis Application
Question: 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?
19
Person Analysis
• Determines training needs for specific individuals • Based on many sources of data • Summary Analysis
– Determine overall success of the individual
• Diagnostic Analysis
– Discover reasons for performance
20
Performance Appraisal
• • • • • Relied on heavily in person analysis Hard to do Vital to company and individual Should be VERY confidential Based too often on personal opinion
21
The Employee Appraisal Process
By Permission: Herbert & Doverspike (1990) 22
Performance Appraisal Process
• Determine basis for appraisal
– Job description, MBO objectives, job standards, etc.
• Conduct the appraisal • Determine discrepancies between the standard and performance • Identify source(s) of discrepancies • Select ways to resolve discrepancies
23
Prioritizing HRD Needs
• There are never enough resources available • Must prioritize efforts • Need full organizational involvement in this process • Involve an HRD Advisory Committee.
24
Warning!!
• HRD cannot become a slow-acting bureaucracy!! • HRD must respond to corporate needs • HRD should be focused on “performance improvement,” and not just “training”
25
Summary
• Why is needs assessment so often not performed in many organizations?
• Why should organizations care about needs assessment?
26
SHORT ANSWER QUESTIONS 1. Identify and briefly describe two types of training needs. ANS: Examples include performance deficiency, diagnostic needs, analytic, and compliance needs for training/HRD.
2. State one reason why performance appraisal information is insufficient as the only source of information to conduct a person needs analysis.
ANS: Appraisals may contain incomplete or inaccurate information. Further, as most often used, appraisals often don’t get at all the possible reasons for any performance issues that are identified. 3. Identify one advantage of linking organizational needs analysis to the organization’s strategic planning process. ANS:This provides the greatest likelihood that what is identified in the needs assessment process is in fact what is most strategically valuable to the organization.
27
ESSAY QUESTION You have been asked to perform a task analysis for the job of secretary in the Management Department at your university. Which method(s) of task analysis would you recommend as most appropriate for analyzing this job, and why? Possible answers include: review the existing job description/specifications, observe the job, interview the incumbent, or use any of the more specific task identification methods
I think a top answer will recommend making use of multiple methods of task analysis.
28
doc_412118808.pptx