Ch 4 - Assessing HRD Needs

Question 1

What is the gap between desired performance and current performance called?

Answer 1

Discrepancy or need

Question 2

What kind of need is fulfilled from project and why?

Answer 2

Diagnostic - figure out what leads to effective performance and preventing potential issues trainees could encounter

Question 3

Diagnostic need

Answer 3

Factors that lead to effective performance and prevent performance problems

Question 4

Analytic needs

Answer 4

Identify new, better ways to perform tasks

Question 5

Compliance needs

Answer 5

Needs mandated by law

Question 6

Should you do needs assessment for project?

Answer 6

Yes - Provides accurate representation of needs within organization

Question 7

Questions Organization Analysis Answers

Answer 7

Determine where training and HRD efforts are needed and the conditions within which they will be conducted

Question 8

Questions Task Analysis Answers

Answer 8

Determine what must be done to perform job effectively

Question 9

Questions Person Analysis Answers

Answer 9

Determine who should be trained and what kind of training they need

Question 10

Main objectives of organization analysis

Answer 10

Determine:
Organizational goals
Organizational resources
Organizational climate
Environmental constraints

Question 11

Most important advantage to organizational analysis

Answer 11

Knowledge of organizational and environmental conditions that may affect the HRD effort ensures that all HRD programs are tied to the organization’s strategy and mission

Question 12

Will you need to conduct all three analyses for your project?

Answer 12

Yes - need full picture to maximize effectiveness and success rate of training

Question 13

Methods used to collect information for organizational analysis - Data Sources

Answer 13

Organizational Goals/Objectives
HR Inventory
Skills Inventory
Organizational Climate Indexes
Analysis of Efficiency Indexes
Changes in System/Subsystem
Management Requests/Interrogation
Exit Interviews 
MBO/ Work Planning and Review Systems

Question 14

Task

Answer 14

The thing you do on the job

Question 15

KSAOs

Answer 15

Knowledge, skills, abilities, and other

Question 16

Methods for collecting information for Task Analysis

Answer 16

Stimulus-response-feedback
Time Sampling
Critical Incident technique
Job inventories 
job-duty-task method

Question 17

Stimulus-response-feedback

Answer 17

Breaks down each task into three components

Cue to perform behavior
Behavior to perform determined
Feedback about how well behavior was performed

Question 18

Time Sampling

Answer 18

Have trained observer watch and note nature and frequency of employee’s activities

Question 19

Critical Incident Technique

Answer 19

Individuals who are familiar with job record incidents of particularly effective and ineffective behavior that they’ve seen on the job

Question 20

Job Inventory

Answer 20

Questionnaire developed by asking people familiar with the job to ID all of its tasks, then given to supervisor to rank importance of tasks

Question 21

Job-duty-task method

Answer 21

Job is divided into sub-parts, providing list that IDS job title, each of its duties, tasks, and sub-tasks, and the KSAOs required for each sub-task

Question 22

How to prioritize information from task analysis

Answer 22

What KSAOs need to be addressed first?

Question 23

Methods for person analysis

Answer 23

360-degree performance appraisal 
Devised Situations
Diagnostic Rating
Assessment Centers
Coaching
MBO/Work Planning and Review Systems