04/19/23 HRD3e CH4 Contributed by Wells Doty

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HRD Needs Assessment

Chapter 4

04/19/23 HRD3e CH4 Contributed by Wells Doty

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Why Do Needs Assessment?

Question:Why is needs assessment information critical to the development and delivery of an effective HRD program?

04/19/23 HRD3e CH4 Contributed by Wells Doty

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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 ISD and HRD

Process Models.

04/19/23 HRD3e CH4 Contributed by Wells Doty

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Instructional System Design (ISD) Model

Analyze

Design

Develop

Produce Pilot

Evaluate

Deliver

Improve

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Comparing the HRD Process Model to the ISD Model

HRD Process Model Assess Design

Implement Evaluate

ISD Model Analyze need Design training Develop Produce pilot Evaluate pilot Deliver training Improve

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What is a “Need?” A discrepancy between

expectations and performance. Not only “performance” needs

involved.

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Various Types of Needs Performance Democratic

Need for employee involvement in selection of options.

Analytic Identify new or better ways to do

things. Compliance

Mandated by law or regulation.

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Traps in Needs Assessment - 1 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?

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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.

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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?

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Strategic/Organizational Analysis A broad, “systems” view is

needed. Need to identify:

Organizational goals Organizational resources Organizational climate Environmental constraints

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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.

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Sources of Strategic Information Mission statement HRM inventory Skills inventory Quality of Life indicators Efficiency indexes System changes Exit interviews

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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.

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How to Collect Information For a Task Analysis Job descriptions Task analysis Performance standards Perform job Observe job Ask questions Analysis of problems

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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

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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?

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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.

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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.

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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.

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Prioritizing HRD Needs There are never enough resources

available. Must prioritize efforts. Need full organizational

involvement in this process. Involve an HRD Advisory

Committee.

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Warning!! HRD cannot become a slow-acting

bureaucracy!! “The Attack on ISD” article

HRD must respond to corporate needs.

HRD should be focused on “performance improvement,” and not just “training.”

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Summary Why is needs assessment so often

not performed in many organizations?

Why should organizations care about needs assessment?