HC 4 Flashcards
Assessing HRD needs
Preferential policies (“Voorkeursbeleid“) are allowed for (3)
1) Women
2) Ethnical minorities
3) People with a disability or chronic illness
4 requirements preferential policies (“Voorkeursbeleid“)
- Backlog/disadvantage: The discrimination/disadvantage of the concerned group within the company must be demonstrated
- Carefulness: A careful and objective assessment of all applicants must be guaranteed. Only if two candidates are equally qualified, it is allowed to prefer a candidate from the above-mentioned groups
- Proportionality: The implemented actions must be reasonable for the goal
- Recognizability: Employers are obliged to point to the preferential policy in the job advertisement.
Affirmative action plans (AAPs)
are designed to facilitate workplace success for members of the groups they target (e.g., women, ethnic minorities
The ironic effect of affirmative action plans (AAPs)
they may have the ironic effect of stigmatizing AAP targets and, in turn, decreasing their performance outcomes
How NOT to manage diversity
- Assimilation model
- Protection model
- Assimilation Model: Recruit, select, train, and motivate employees so that all share the same values and culture
- Protection Model: Identify disadvantaged and underrepresented groups and provide special protections for them
How you should manage diversity (2)
- Mixed training groups (contact hypothesis),
2. bias trainings
Brinkerhoff: name four different types of HRD needs
- Performance needs
- Diagnostic needs
- Analytic needs
- Compliance needs
Brinkerhoff: explain four different types of HRD needs
- Performance needs
- Diagnostic needs
- Analytic needs
- Compliance needs
- Performance needs (correcting substandard performance)
- Diagnostic needs (focus on factors that lead to effective performance)
- Analytic needs (new or better ways to perform tasks)
- Compliance needs (mandated by law)
Why is a needs assessment (NA) sometimes not conducted?
> NAs can be difficult & time-consuming
Action is valued over research
(I want a training now!)
Incorrect assumption that NAs are unnecessary because available information already specify needs
Lack of support for NAs
Name the 3 levels of HRD Need Analysis
- Strategic/ organizational level analysis
- Task analysis
- Person Analysis
- Strategic/organizational level analysis:
What does it focus on and what are the four levels?
> Focus on organization’s goals and its effectiveness in achieving those goals to ensure that HRD is tied to the strategy and mission
(1) organizational goals,
(2) resources and core competencies,
(3) climate for training, and
(4) environmental constraints
- Task Analysis (3)
> Systematic collection of data about a specific job to identify necessary KSAOs to achieve optimal performance
Focuses on the job rather than on the individual doing the job
Identify and prioritize areas that can benefit from training
- Person Analysis
> Who needs to be trained? What for?
> Individual performance deficiencies and developmental needs
Case Nerflix and self-improvement: 5 advantages
- Cost savings (less HR people needed)
- Speaks to people‘s basic needs (i.e., remember self determination theory!)
- Individuals might know best about their learning needs
- Increases individual responsibility
- Attractive for people with a certain mindset (i.e., the wrong people might stop applying)
- Strategic/ Organiational Level Analysis: Name organizational needs
- Goals and Objectives
- Human resource inventory (who do we have working for us?)
- Skills inventory (what can and can’t our employee’s do?)
- Organizational Climate (absenteeism, turnover etc)
- Costs, quality etc.
- Changes in the system
- Managements requests
- Exit interviews
- Management by Objectives (MBO) or Performance Management Systems (PMS)
