Assessing HRD

1. Types of needs

1.1. performance

1.2. diagnostic

1.3. analytic

1.4. compliance

2. Levels of assessment

2.1. Organization

2.1.1. where is training needed and under what conditions?

2.2. Task

2.2.1. what must be done to perform the job effectively?

2.3. Person

2.3.1. who should be trained and how?

3. Strategic/organizational analysis

3.1. Need to identify

3.1.1. organizational goals

3.1.2. organizational resources

3.1.3. organizational climate

3.1.4. environmental constraints

4. Task analysis

4.1. the collection of data about a specific job or group of jobs

4.2. what employee needs to know to perform a job or jobs

5. Needs assessment

5.1. figuring out what is really needed

5.2. not always an easy task

5.3. needs lots of input

5.4. takes a lot of work

5.5. “do it now or do lots more later”

5.6. first step in ISD and HRD process models

6. What is a need

6.1. a discrepancy between expectations and performance

6.2. not only performance needs involved

7. Sources of strategic information

7.1. mission statement

7.2. HRM inventory

7.3. skills inventory

7.4. quality of working life indicators

7.5. efficiency indexes

7.6. system changes

7.7. exit interviews