Different approaches to training needs assessment

What is need assessment?

“A training need exists when an employee lacks the knowledge or skill to perform an assigned task satisfactorily. It arises when there is a variation between what the employee is expected to do on the job and what the actual job performance is.”

To pinpoint the range of training needs and define their content, the HR department uses different approaches to needs assessment.

1. Survey:

  • Survey the potential trainees to identify specific topics about which they want to learn more.
  • It suggests that trainees are more likely to be receptive to the resulting programs when they are viewed as relevant.
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Different Employee Training and Development Methods

Every organization needs well-adjusted, trained and experienced people to perform its activities. As jobs in today’s dynamic organizations have become more complex, the importance of employee education has increased. Employee training is a learning experience, it seeks a relatively permanent change in employees that improves job performance. Training involves changing skills, knowledge, attitudes, or behavior. This may means changing what employee know, how they work, or their attitudes toward their jobs, coworkers, managers, and the organization.

Managers, with HRM assistance, decide when employees need training and what form that training should take.

On-the-Job Training Methods 1. Job instructions:
  • It is received directly on the job, and so it is often called “on-the-job” training (OJT).
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Development of Human Resources in an Organization

Human resource development (HRD) is a sub-system that operated in the main system; the organization. In order for the organization to be successful the objectives and goals of the subsystems must be aligned towards achieving the set goals of the main system. For example, the primary objective of the organization would be to maximize return on shareholder investment. We may find that the objectives of training and development would be a level removed down, that is to maximize the capabilities of the employees, induce innovation, and produce high quality products and service. They may be different but a closer look at each of these objectives reveals that they serve a singular purpose; maximize the return.… Read the rest

Introduction to Organization Development

Organizations change from time to time. Changes with respect to continuous improvements, diversity, and work process engineering require the organization to move forward through a process called organizational development.

Definition of Organization Development:

Organization development is a process that addresses system wide change in the organization.

Change agent:

  • Change agents are individuals responsible for fostering the change effort and assisting employees in adapting to changes
  • They are may be internal employees, or external consultants.

What is change?

Organization development efforts support changes that are usually made in four areas:

  • The organization’s systems
  • Technology
  • Processes
  • People

Two metaphors clarify the change process.Read the rest

Cross-cultural preperation in employee training programmes

“Cross-Cultural Preparation is the process of educating employees (and their families) who are given an assignment in a foreign country”.

Cross cultural preparation educates employees (expatriates) and their families who are to be sent to a foreign country To successful conduct business in the global marketplace, employees must understand the business practices and the cultural norms of difference countries.

Steps in cross-cultural preparation.

To prepare employees for cross-cultural assignments, companies need to provide cross-cultural training. Most U.S companies send employees overseas without any preparation. As a result, the number of employees who return home before completing their assignments is higher for u.s.… Read the rest

Factors influencing wage and salary structure of an organization

The wage policies of different organization vary some what. Marginal units pay the minimum necessary to attract the required number of kind of labor. Often, these units pay minimum wage rates required by labor legislation, and recruit marginal labor. At the other extreme, some units pay well about going rates in the labor market. They do so to attract and retain the highest caliber of labor force. Some managers believe in the economy of higher wages. They feel that, by paying high wages, they would attract better workers who will produce more than average worker in the industry. This greater production per employee means greater output per man hour.… Read the rest