Planning for Change

Planning for Change - Planning for Change Planning for...

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Planning for Change Planning for Training | Working for Effective Change | Overview of Training Needs Analysis | Job Analysis | Output of the Training Needs Analysis (TNA) | Summary | Study Tools Planning for Training Training makes an organization (business) more effective, and it gives employees the knowledge they need to do their jobs. Training is a subsystem within the General Open Systems Model as shown below. General Open Systems Model Training as a Subsystem within the Organizational System What this means is that training must be considered a part of the business, not an independent activity. The training process transforms the inputs from the organization into usable outputs, in particular improved knowledge, skills, and attitudes (KSAs). As with any well executed effort, a training process model has been defined. Training Processes Model Often the need for training is triggered by a gap between the expected organizational performance and the actual organizational performance. In the case of training associated with the deployment of new application software, there is an assumption that there will be a knowledge gap that needs to be filled. It is still important, however, to do an analysis to determine the knowledge and skills and, perhaps, attitudes that need to be addressed. We will assume that aligning the training with business strategy has been done as part of the justification for the software development project. There are several important concepts and terms that will be used in the remainder of this course. Learning – a relatively permanent change in understanding and thinking KSAs – are learning outcomes: knowledge, skills, and attitudes Knowledge – an organized body of facts, principles, procedures, and information acquired over time Skills – the ability to perform a set of tasks or activities Attitudes - the beliefs or opinions that influence behavior Competencies – KSAs that enable a person to successfully complete activities or tasks Training – a process for providing the opportunity to learn KSAs Development – learning of KSAs Education – the acquisition of more general KSAs typically not related specifically to a person’s career or job Working for Effective Change How many of you have experienced change or an attempt at change where you work? Your manager or the company executives send out a communication; maybe there is a big meeting and the change is explained to you. You go through training, and everything is great for a few months. Then slowly things start to revert and the big change just disappears. Making changes in an organization, particularly big change, is difficult, and the bigger the organization
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This note was uploaded on 08/02/2009 for the course BIS 360 taught by Professor Price during the Summer '09 term at DeVry Cincinnati.

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Planning for Change - Planning for Change Planning for...

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