STAFFING/BLAW/LER/OR - All BIT/Staffing/Blaw/Org Behavior/LER notes for all chapters junior yr

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Staffing Chapter 3 Needs Assessment Introduction - Design process of job begins with needs assessment – process used to determine whether training is necessary o Involves: organizational analysis, person analysis, and task analysis. - Organizational analysis – considers the context in which training will occur. Involves determining the appropriateness of training, given company’s business strategy, available resources, and support by managers and peers. - Personal analysis – used to determine who needs training. Involves 1. Determining whether performance deficiencies result from lack of knowledge, skill, or ability (a training issue) or from a motivational or work design problem 2. Identifying who needs training and 3. Determining employees’ readiness for training - Task analysis – identifies important tasks and knowledge, skills, and behaviors that need to be emphasized in training for employees to complete their tasks. Why is needs assessment necessary? - Needs assessment is first step in instructional design process, if not properly conducted one of the following could occur: o Training could incorrectly be used for a problem that is a performance issue o Training programs may have wrong content, objectives, or methods o Trainees may be sent to training programs for which they do not have the basic skills, prerequisite skills, or confidence to learn from o Training will not deliver the expected learning, behavior change, or financial results that company expects o Money spent on training programs that are unnecessary and unrelated to company business strategy. - There are many “pressure points” that suggest training is necessary: performance problems, new technology, internal or external customer requests, job redesign, new legislation, changes in customer preferences, new products, or employees’ lack of skills – NOTE that pressure points do NOT guarantee that training is the correct solution - Needs assessment is necessary because it shows results in who needs training, what trainees need to learn, plus knowledge, skill, behavior, or other job requirements
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o It also helps determine whether company will outsource training to vendor or consultant, or develop it through internal resources. Who should participate in Needs Assessment? - Important to include managers, trainers, and employees in needs assessment - Upper level management view needs assessment from broader company perspective, they identify role of training in relation to other human resource practices in the company. They help to determine if training is related to company business strategy – and if it is, what type of training is required. - Midlevel managers concerned about how training may affect attainment of financial goals for the units they supervise. For them organizational analysis focuses on identifying 1. How much of their budgets they want to devote to training 2. They types of employees
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This note was uploaded on 06/29/2011 for the course MGT 3000 taught by Professor Murrmann during the Spring '11 term at Virginia Tech.

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STAFFING/BLAW/LER/OR - All BIT/Staffing/Blaw/Org Behavior/LER notes for all chapters junior yr

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