chapter 04 slides 4e

FIRST STEP

1Werner & DeSimone (2006)

A discrepancy between expectations and performance


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


Organizational goals linked to its effectiveness

Gaps b/w employees present skills and skills required

Gaps b/w current skills ann skills required in future

The conditions under which HRD actitvity will occur


Figuring out what is really neededNot always an easy taskNeeds lots of inputTakes a lot of work“Do it now or do lots more later”


Difficult time consumingAction preferred over researchAvailable information preferred over researchLack of support


Werner & DeSimone (2006) 7

DiagnosticFactors that can prevent problems from

occurring Analytic

Identify new or better ways to do thingsCompliance

Mandated by law or regulation


Werner & DeSimone (2006) 9

Focusing only on individual performance deficienciesDoesn’t fix group of systemic problems

Starting with a “Training Needs Assessment”If you know training is needed, why waste

everyone’s time?


Using QuestionnairesHard to control input, often high

developmental costs, hard to write properly

Using soft data (opinions) onlyNeed performance and consequence data

Using hard data onlyEasily measured data is provided, but critical,

hard-to-measure data is missing


OrganizationWhere is training needed and under what

conditions?Task

What must be done to perform the job effectively?

PersonWho should be trained and how?


A broad, “systems” view is neededNeed to identify:

Organizational goalsOrganizational resourcesOrganizational climateEnvironmental constraints


Ties HRD programs to corporate or organizational goals

Strengthens the link between profit and HRD actions

Strengthens corporate support for HRDMakes HRD more of a revenue generator

Not a profit waster


Mission statementHRM inventorySkills inventoryQuality of Working Life indicatorsEfficiency indexesSystem changesExit interviews

Performance Appraisal


The collection of data about a specific job or group of jobs

What employee needs to know to perform a job or jobs


Job descriptionsTask analysisPerformance standardsPerform jobObserve jobAsk questionsAnalysis of problems


Develop job descriptionIdentify job tasks

What should be doneWhat is actually done

Describe KSAOs neededIdentify potential training areasPrioritize potential training areas


Determines training needs for specific individuals

Based on many sources of dataSummary Analysis

Determine overall success of the individualDiagnostic Analysis

Discover reasons for performance


Relied on heavily in person analysisHard to doVital to company and individualShould be VERY confidentialBased too often on personal opinion


Determine basis for appraisalJob description, MBO objectives, job standards,

etc.Conduct the appraisalDetermine discrepancies between the

standard and performanceIdentify source(s) of discrepanciesSelect ways to resolve discrepancies


There are never enough resources availableMust prioritize effortsNeed full organizational involvement in this

processInvolve an HRD Advisory Committee.


Why is needs assessment so often not performed in many organizations?

Why should organizations care about needs assessment?


chapter 04 slides 4e

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