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CH 4

The document outlines the importance of assessing Human Resource Development (HRD) needs to enhance organizational effectiveness by solving current problems and preventing future ones. It details the purposes of needs assessment, challenges faced, and various types of needs such as diagnostic, analytic, and compliance needs. Additionally, it emphasizes the need for strategic, task, and person analysis to identify training requirements and prioritize HRD needs effectively.

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10 views13 pages

CH 4

The document outlines the importance of assessing Human Resource Development (HRD) needs to enhance organizational effectiveness by solving current problems and preventing future ones. It details the purposes of needs assessment, challenges faced, and various types of needs such as diagnostic, analytic, and compliance needs. Additionally, it emphasizes the need for strategic, task, and person analysis to identify training requirements and prioritize HRD needs effectively.

Uploaded by

devstudiohr
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Assessing HRD Needs

1
Assessing HRD Needs
The goal of HRD is to improve an organization’s effectiveness
by:
 Solving current problems
 Preventing anticipated problems (Proactive)
Identify individuals and units for intervention

Training and HRD Process Model

2
Purposes of Needs Assessment
To identify
Organizational goals and how to effectively achieve
those
Gaps between employees’ current skills and required
skills for effectively conducting the job in future
The conditions where HRD process will be held

3
Challenges of Needs Assessment
 Time consuming and difficult
 Managers prefer action than research
 Easy to copy others’ HRD programs
 Lack of support and resources
4
Training or HRD Need
Diagnostic needs
Factors that prevent performance problems

Analytic needs
Identify new, better ways to perform tasks

Compliance needs
Needs mandated by law
◦ Safety training or food handling, certification

5
Suggestions When Doing Needs
Assessment
 Focus only on individual performance
deficiencies
 Encourage employee response through
asking what they need
 Use open ended questionnaires / Focus
Group

6
Levels of Need Analysis
Needs must be measured on each level
◦ Strategic/organizational analysis
 Where in the organization training is needed and
under what conditions it will occur
◦ Task analysis
 What must be done to perform the job effectively
◦ Person analysis
 Who needs to be trained and what kind of training
they need

7
Strategic/Organizational Analysis

Identify:
1.Organizational Goals (quality)
2.Organizational Resources (financial)
3.Organizational Climate (culture behavior)
4.Environmental constraints (PEST, SWOT)

8
Task Analysis Process
 Develop an overall job description (JD, JA, JS)
 Identify the task (Behavior within the job)
 Identify KSAO’s (knowledge, skills, ability, other
characteristics)

 Identify areas that can benefit from training


 Prioritize areas that can benefit from training

9
Task Analysis Methods
1.Stimulus-response-feedback (3-steps

process)

2.Time sampling (Frequency of behavior)


3.Critical incident technique (record
keeping)

4.Job inventories (HRIS)


5.Job-duty-task method (divide into sub
parts)

10
PERSON ANALYSIS

Determining the TN of the individual employee


Conducted by employee’s immediate supervisor
Feedback from peers, customers, and
subordinates
360-degree performance appraisal can be used

11
Person Analysis Methods (HRIS)
Periodic performance evaluation
Skills inventory
Examining detailed Resume / CV
Self rating forms
Benchmark instrument

12
PRIORITIZING HRD NEEDS

Physical resources
Financial resources
Time management
Skills preference

13

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