Assessing HRD needs

Needs Assessment Definition and PurposeNeeds assessment It is a process by which an organizations HRD needs are identified and articulated. It is the starting point of HRD training process. It can identify An organizations goals and its effectiveness in reaching to its goals Skill gap The conditions under which the HRD activity will occur

Needs assessment not conducted for a number of reasons

Difficult and time consuming process Action is valued over research Incorrect assumptions Lack of support

Robert Brinkerhoff focused on needs other than performance deficiency

Diagnostic needs Focuses on the factors that lead to effective performance and prevent performance problems rather than existing problems Analytic needs Identify new, better ways to perform tasks These needs are generally discovered by intuition, insight or expert consideration Compliance needs Mandated by law

Levels of Need Analysis

The Organization level The Job / Task level Individual level

Organizational Analysis

An organizational analysis should identify Organizational goals Organizational Resources Organizational climate Environmental constraints

Methods of Strategic / Organizational analysisData sources recommendedOrganizational goals and objectives HR inventory Skills inventory Organizational climate indexes Labour management data Grievances Turnover Absenteeism Productivity Short term sickness Attitudes Customer complaints Exit interviews

Task Analysis

A systematic collection of data about a specific job or group of jobs to determine what an employee should be taught to achieve optimal performance

Sources of data

Job descriptions Job specifications Performance standards Perform the job Observe job work sampling Review literature concerning the job Ask questions about the job Training committees and conferences Analysis of operating problems

Five step process

Develop an overall job description

Identify the task Describe what should be done in the task Describe what is actually done in the taskFive methods for task identification Stimulus response feedback Time sampling Critical incident technique Job Inventories Job Duty task method Describe KSAOs needed to perform the job Identify areas that can benefit from training Prioritize areas that can benefit from training

Individual Analysis

It is directed at determining the training needs of the individual employee

Data sources available for Person Needs Assessment

Performance data or appraisals Observation work sampling Interviews Questionnaires Tests Attitude surveys Critical incidents Assessment centers Coaching

Components of the Person Analysis Process

Summary Person Analysis A global analysis; it is an overall evaluation of an individual employees performance, a classification of an individual as a successful versus unsuccessful performerDiagnostic Person analysis Determine why results of individual employees behaviour occur

Performance appraisal in the Person Analysis ProcedureAppraise individual employees performance Identify discrepancies Determine source Of discrepancies Select intervention

Compare individual behaviour and traits to others

Integrate information from Organization, job and person analysis

Internal factors

External factors

Motivational deficiency

Knowledge, skill Or Ability deficiency

Inadequate Equipment, Adverse conditions

Prioritizing HRD needs

Participation in the prioritization process The HRD advisory committee

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