HRD CH 4 -Assessing HRD Needs (1).pptx - Assessing HRD Needs CHAPTER 4 Assessing HRD Needs Needs Assessments Difficult Time Consuming Action valued over

HRD CH 4 -Assessing HRD Needs (1).pptx - Assessing HRD...

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Assessing HRD Needs CHAPTER 4
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Assessing HRD Needs Needs Assessments: Difficult Time Consuming Action valued over research People feel assessment is unnecessary – it’s pivotal Lack of support for assessments (financial and otherwise) Brockton, MA – Without a needs assessment, the wrong solution would have been implemented
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Key Point review from yesterday Assessing needs: Identifying and reaching organizational goals Identifying discrepancies/gaps between employee skills and effectiveness in reaching goals Identifying gaps between current skill set and future need skill sets What HRD activity needs to occur Example – Electronic medical record implementation
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Training Need = Gap What the organization expects to happen vs. What actually happens *This model only focuses on performance deficiencies.
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Diagnostic and Analytical Needs Brinkerkoff Diagnostic: Lead to effective performance and prevent performance problems Ex. Blood pressure monitoring Analytic needs: Identify new and better ways to perform tasks Robotics for orthopedic surgery
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Examples The wheel vs a horse dragging a cart Paper money vs. gold Carbon copy vs electronic submissions
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Compliance needs These are mandated by law: HIPAA and FERPA Federal Regulations OSHA and Safety regulations Food handling guidelines Confidentiality Laws Sexual Harassment Laws While these are mandated, how they are provided impacts credibility
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Bullying Activity Each group is now responsible to assess the challenges of bullying in the workplace. You will then write a law to address this issue and share with the class.
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  • Fall '19
  • Diagnostic and Analytical Needs, Strategic Organizational Analysis

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