Answer & Explanation:Part 2: Conduct a
Needs Assessment
Training and development processes begin with
a needs assessment. Given the economic pressures that businesses face today, it
is imperative that those needs be connected to specific organizational
performance issues. There are three different forms of analysis you will need
to complete.
1.
Organizational analysis involves determining the appropriateness of training given
the organizations business strategy, its resources available for training, and
support by managers and peers for training activities.
2.
Person analysis involves (1) determining whether performance deficiencies
result from a 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.
3.
Task analysis identifies the important tasks and knowledge, skill, and
behaviors that need to be emphasized in training for employees to complete
their tasks.
Hints for a Successful
Needs Assessment
As you conduct your needs assessment, you may
want to consider four potential sources of information that may help you in
your analysis. Information such as employee turnover analysis, incident
reports, long-range production goals, employee satisfaction studies, and
physical plant layout can tell us a lot. Examples of other documents you may
wish to consider include the following.
·
Business documents: Key business documents can be used to determine areas of
poor performance and developmental needs. Such documents may include
1.
unit productivity
reports;
2.
customer satisfaction
surveys;
3.
communication survey
reports; and
4.
competitive analysis
reports.
·
Organization survey: Questionnaires can be created that probe for areas in
which systems, structures, or processes are not functioning as intended. They
can be used to look toward group, departmental, or individual issues. (Submit your survey to
be used for gathering data by the end of Week 370 points.)
Potential questions include the following.
Questionnaire Questions
1.
I am involved in
decisions that directly affect my job.
2.
My supervisor
communicates with me on a regular basis.
3.
I clearly understand
what is expected of me.
4.
I am rewarded for good
performance.
5.
My opinion has been
asked regarding what needs to change in my work area.
6.
I understand why the
decisions that affect my job are made.
7.
My supervisor gives me
information that is important to me.
8.
I have the skills
necessary to perform my job properly.
9.
I am rewarded for
working well with others.
10.
I receive frequent
feedback on my performance.
11.
I believe the
i
nformation that I receive from my supervisor.
12.
I have the tools
necessary to perform my job properly.
13.
My job leaves me with a
sense of accomplishment.
14.
I understand the
information that I receive from my organization.
15.
I am encouraged to
make decisions that affect my job.
16.
I am encouraged to
communicate with my supervisor.
17.
Team goals are
supported throughout my organization.
18.
My organization treats
all employees well.
19.
I have the information
necessary to make decisions that affect my job.
20.
I am encouraged to
communicate with others.
21.
The feedback that I
receive is directly related to my job performance.
22.
My organization treats
all employees fairly.
23.
My supervisor allows
me to communicate my thoughts without fear of reprisal.
24.
The feedback that I
receive is constructive in nature.
25.
My organization is
interested in the growth and development of its employees.
26.
I believe the
information that I receive from my organization.
·
Observations: Individuals can be observed on the job, and their
interactions and activities can be noted for further analysis. Observations can
include the following.
·
Interviews: Interviews
can be conducted in person or via a distributed questionnaire that probes for
areas where performance may be improved. Potential interview questions include
the following.
1.
What do you think the
most important part of your job is? What is least important?
2.
What would you like to
learn to make your job easier or better? What are the programs, processes, or
resources available for you to learn from?
3.
How have you developed
the skills that you have?
4.
Who brings problems to
you and what kind of problems are they? How do you usually solve them? Whom do
you ask for help?
5.
What do you find most
frustrating about your job?
6.
What would you like to
be spending your time doing? What would need to happen to let you do that?
It is up to you to determine the methodology
to be used in conducting the assessment. Considerations should include the
willingness of the organization and its employees to provide information, the
availability of information from the organization to be studied, and the
availability of individuals in the organization to be interviewed and
observed.
The nature of the needs analysis, of course,
also should be based on the type of assessment desired. Given the broad
coverage of the course, assessment may include, but would not be limited to,
the following.
1.
Group processes and
group effectiveness
2.
Departmental
effectiveness
3.
Decision-making
process effectiveness
4.
Individual skills
development
5.
Group skills
development
6.
Career development