Chapter 4 Accessing HRD Needs Flashcards
What is training
educational activities to improve knowledge and skills
When is training needed?
When there is a gap in skill
Skill Gap
what is expected vs what they perform
What is the instructional systems design model
Training Needs Analysis, Design of Training Course, Delivery of Training, Evaluation of Training
ADDIE model
Assessment,Design, Development, Implementation, Evaluation
When is training appropriate
New technology, Poor performance, Lack of basic skills, Legislation or policies, a customer request for a new product, higher performance standards, or new job
When is training not appropriate
Recruiting problem, Policy issues, lack of coaching, insufficient tools, physical setting problem, or lack of motivation
Why is it important to do a needs assessment?
an organization identify the need for improving knowledge and skill. Process if training is appropriate for given problem. Beginning of the training. Help identify goals and whether it’s effective in reaching those goals. Recognize skills required and skills needed in the future.
What are the three different types of need
diagnostic, analytic, and compliance needs
what are diagnostic needs
focused on affective performance and helping future problems
what are analytic needs
focused on performing better in better ways.
what are compliance needs
government passed laws that are training (fix)
what are the three levels of need analysis
Strategic/Organizational, Task, Person Level Analysis
Strategic/Organizational Level
Goals, resources and core competencies (hard and soft assets like data, money, people, technology), climate (support between hierarchy. is it inclusive?. Profit centered or human centered), constraints (legal, social, political, and economic issues).
What is task analysis
a systematic collection of data about a specific job or group of jobs used to determine what employees should be taught to achieve optimal performance
What are the five steps of task analysis
job description, identify task, described knowledge, skills, abilities, and other characteristics needed to perform the job, identify areas that can benefit from training, and prioritize ares that can benefit from training
Person Analysis
determining the training needs of the individual employee. Mainly how the person is doing currently on their job
What are the two components of person analysis
summary person analysis and diagnostic person analysis
summary person analysis
classification of unsuccessful vs successful performance
diagnostic person analysis
discover the reasons for the persons performance, why these behavior occur, and determine an individual efforts and environmental factors combine to yield the summary person analysis
prioritize training needs
They need to be realistic, avoiding popular projects, getting management and supervisors to agree with priorities
