CHAPTER 4 Flashcards
needs analysis
process to identify gaps or deficiencies in employee and organizational performance
-3 levels: organization, task, person
need
gap between current and desired results
4 steps
1) identifying concern
2) is it important?
3) consult stakeholders
4) data collection
organizational analysis
study of the entire organization, including its strategy, environment, resources and context
- strategic alignment
- environment
- resource analysis
- organizational context
organization climate
collective attitudes of employees toward work, supervision, and company goals, policies and procedures
training transfer climate
characteristics in the work environment that can either facilitate or inhibit the application of training on the job
task analysis
6 steps: TOD SAP
1) identify target jobs
2) obtain a job description
3) develop rating scales for each task
4) survey a sample of incumbents
5) analyze and interpret the information
6) provide feedback on the results
cognitive task analysis
CTA
-set of procedures that focuses on understanding the mental processes and skills required for performing a job
team task analysis
similar to task analysis
-assessment of team based competencies (KSAOs) associated with the tasks is also required
person analysis
process of studying employee behaviour and performance to determine whether performance meets standards
- 3 steps:
1) define desired performance
2) determine gap between desired and actual performance
3) identify obstacles to effective performance
contingency mgmt
practices based on the belief that every act has a consequence and if the consequence is a reward, then the act will be repeated (conditioning theory)
9 needs analysis methods:
1) observation
2) questionnaires
3) key consultation
4) print media
5) interviews
6) group discussion
7) tests
8) records, reports
9) work samples
rapid needs analysis
quick and inexpensive needs analysis that involves gathering available information and using data that already exists
