What analyses should be done to determine the training needs of an organization? After the needs are determined, what is the next step?
Response to Students’ Posts
R1
What analyses should be done to determine the training needs of an organization? After the needs are determined, what is the next step?
Every organization does not require the same type or amount of training, so it is important for organizations to identify exactly what training would be beneficial to provide for employees. The way that an organization can do this is by conducting a needs assessment that includes analyses on the organization as a whole, tasks that employees are required to perform, and the individual employees within the organization (Bohlander, S.S.S.M.G. W., 2015). Organization analysis includes an analysis of the environment within the organization, the types of business strategies that they use, and what resources are available to the organization (Bohlander, S.S.S.M.G. W., 2015). An analysis of the organization helps determine what type of training will benefit the organization as a whole and whether the training resources can come from within the organization or if they will need to outsource training. Task analysis includes an analysis of everything that employees need to know to perform their jobs and the types of skills that they should be proficient in (Bohlander, S.S.S.M.G. W., 2015). As we discussed a couple weeks ago, one of the reasons a job analysis is so important to keep updated is because it can be useful for things such as a task analysis. Finally, a person analysis involves determining who actually needs specific training so that an organization does not waste money by sending everyone to training events when only select employees need it (Bohlander, S.S.S.M.G. W., 2015). A good way for organizations to know who should be given extra training is by ensuring that detailed performance appraisals are conducted routinely so that employees’ strengths and weaknesses are identified. Once the entire needs assessment has been performed, an organization can start looking at training and move onto the next phase, which is to design the training program (Bohlander, S.S.S.M.G. W., 2015). A needs assessment is a useful tool so that an organization can design the most beneficial training program for the organization rather than providing only generic training that might be of little value to some employees and even the organization as a whole.
Which principles of learning do you see demonstrated in your own classes? In what ways might you bring other principles into them?
There are eight principles of learning that should be incorporated into training programs to make them more effective; they include: goal setting, individual differences, active practice and repetition, whole-versus-part learning, massed-versus-distributed learning, feedback and reinforcement, meaningfulness of presentation, and modeling (Bohlander, S.S.S.M.G. W., 2015). Although it seems trickier to incorporate every principle of learning into online classes, it seems like most of the instructors I have taken classes from have done a decent job at incorporating many of the principles of learning. There are typically goals for learning written out at the beginning of the term and also each week, the whole topic of the class is broken down into small pieces every week, there are models provided in lectures and in textbooks, class material is usually presented in a way that is understandable, and feedback is given through grading. Of course, this can always be improved. To bring other principles of learning into classes, it would be great to find ways to encourage hands-on learning activities that students can demonstrate via video. Also, maybe there are more ways to teach based on individual learning differences, but maybe online classes just aren’t for everyone. Overall, I think that the instructors I have had at UIU have done a great job at creating effective online learning environments by incorporating the principles of learning; the main thing that separates some instructors from others is just their involvement or lack of involvement in a course.
Reference
Bohlander, S.S.S.M.G. W. (2015) Managing Human Resources. [MBS Direct]. Retrieved from https://mbsdirect.vitalsource.com/#/books/9781305480735/
R2
- LO 2: What analyses should be done to determine the training needs of an organization? After the needs are determined, what is the next step?
In order to conduct a training needs assessment for an organization, there are a few analyses that should be done including organization analysis, task analysis, and person analysis. After the needs are determined, the next step is to design the training program. In detail, with the basic information collected through needs assessment, managers can develop written instructional objectives that is more formally to state the training’s desired outcomes. In addition, we have to assess the readiness and motivation of trainees because it will directly affect the success of the training program. Moreover, we need to incorporate the principles of learning to ensure effectiveness when conducting the program.
- LO 3: Which principles of learning do you see demonstrated in your own classes? In what ways might you bring other principles into them
The recent classes I am having are providing self-paced learning that allows students to break down learning into sequences at their own pace. In fact, UIU eLearning itself is a platform that promotes self-paced learning. In addition, most of the classes promote distributed learning which is the amount of time devoted to practice in a session. In other words, most of the discussion posts are set within a period of time and we have to complete the discussion posts and responses in time. This will helps to motivate students to actively participate in discussion posts. Last but not least, despite the achievement of feedback and reinforcement through responses to discussion posts, we used to respond at the minimum requirements. One way we can actually reinforce the learning progress through feedback is to reply as many as we can, but knowing that everyone has different time management and schedule, and some might have a tight schedule, it is difficult to force everyone to reply to most of the posts.
Reference
Snell, S.A., Morris, S.S., and Bohlander, G.W. (2016). Managing human resources. 17th Edition. MA: Cengage.
R3
LO2- To determine training needs, an organization needs to complete a training needs assessment. There would be three analyses conducted in the assessment, organization, task, and person. Organization would be an examination that determines where training emphasis should be placed. Secondly, a task analysis conducted to determine what type of skill set training is needed. Lastly, a person analysis is conducted by the organization to know what employee has what skill and what they need to be trained in. After the needs are determined, the organization should implement the training and provide feedback in regards to the training. Feedback should be given to analyze if the employees retained the information from the training or not.
LO3- One principle of learning I see during my classes is individual learning differences. In most classes, we have the text, a power point, and also a recorded voice recording or video with picture. This is helpful to us all because we all have our own preferred method of learning. For me, I prefer to visually see things that I am learning rather than hear it; whereas, some students prefer the opposite. Most of these principles are also already incorporated into our classes as well.
R4
In todays discussion, the first topic that I will be talking about relates to analyses that will determine training needs of organizations. When thinking of this question, I directly think of the employees as they live and see the day-to-day problems that may fall within this company. Certain employees are stuck helping competitors as well as managers are managing people as well as day to day tasks. In the workforce, there needs to be a balance between the workers needs and wants within a company. If they do not have the right tools to be able to complete a talk, this can cause frustration and slow progress down. With knowing what the company needs, they can now figure out what is needed to be able to improve their daily lives within the company. I think that assessments can be beneficial to companies as well because people are able to take a test and see the places they need to improve on, as well as the managers. The next step from this is fixing the problems that are within the company.
There are many principles of learning that are presented in my day-to-day classes. With this, there are many that people do greatly enjoy and some they may not like as much. We complete daily discussions which helps us interact with classmates over the computer as well as take quizzes which test our abilities and learnings within the class. There are many more but these are some that I have stated. Overall, companies need their needs to be completed in order to have a successful business.
How to Determine Your Organization’s Training Needs. (2013, January 23). Retrieved November 16, 2020, from https://www.boyermanagement.com/training/how-to-determine-your-organizations-training-needs
R5
Describe how the performance management process is linked to employee selection, training, and development.
It is best for an organization to have a strong, formal performance management process as this typically results in a more successful organization. Performance management is actually creating the best work environment for employee performance (Bohlander, S.S.S.M.G. W., 2015). The performance management process starts with employee selection and continues on with training and employee development. Employee selection starts the performance management process because an organization must select employees that share the same values of the organization and that will work hard to contribute to the success of the organization. It is also important to select employees that have the most knowledge and skills to be successful. Next, an employer needs to provide adequate training opportunities for employees to build on the skillset and knowledge that they had when they began employment so that they can advance and provide even more benefit to the organization. Finally, employees must continue to be developed throughout their employment with the organization. This means that employees strengths should be built upon and weaknesses should be eliminated; this is done by facilitating a healthy work environment and by conducting routine evaluations that allow for employee feedback (Bohlander, S.S.S.M.G. W., 2015). Organization should consider what they can do to help employees reach their goals and also what employees can do on their own to develop themselves. The strength of the performance management process is important to the success of an organization and starts before an employee is hired and continues every day.
Discuss how you would go about diagnosing an employee’s performance problems. List several factors to consider.
When rating employees and diagnosing performance problems, there are several methods that can be used. The trait method can be used to determine which characteristics an employee possesses, like their dependability, initiative, leadership, and many more, but this method allows supervisors to be very biased (Bohlander, S.S.S.M.G. W., 2015). Using behavioral methods, an employer can focus on which actions should and are being exhibited on the job, but it can be time-consuming to actually document every time an employee makes a very good or poor decision (Bohlander, S.S.S.M.G. W., 2015). Finally, the results method can be used to look at what results employees are actually producing, but this can also be time consuming to implement and may also only encourage short-term improvement (Bohlander, S.S.S.M.G. W., 2015). Each method that can be used to evaluate an employee’s performance has its pros and cons, so it might be best to combine a couple methods to truly diagnose an employee’s performance problems.
As I listed the pros and cons of each evaluation method, I would have to consider these before diagnosing an employee’s performance problems. If I had an employee that was having performance problems, I would take the extra time to actually document when an employee made a choice that resulted in a very undesirable outcome, and I would also focus on the results that they are achieving. While looking at behavioral methods and using the results method can be very time consuming, I think it would be worth taking the extra time to understand why an employee is having performance problems in order to help coach that employee. It is important to note that I would conduct routine performance evaluations on employees who are performing satisfactorily in another way that is less time consuming so that my time would not be spent too much on evaluating employees.
Reference
Bohlander, S.S.S.M.G. W. (2015) Managing Human Resources. [MBS Direct]. Retrieved from https://mbsdirect.vitalsource.com/#/books/9781305480735/
R6
LO 1: Describe how the performance management process is linked to employee selection, training, and development.
Knowing that performance management is the process to create a work environment in which people can perform to the best of their abilities in order to meet a company’s goals. Hence, employee selection is important to ensure they have the ability to work for the company and achieve the goals. If the employee does not have the ability, it is a waste of resources, costs, and time to find another suitable employee to complete the tasks and achieve the company’s goals. As a result, employee selection makes the whole process easier to find suitable employees to be placed in the right position and perform the best of their abilities. On the other hand, training and development are important in the performance management process to further train them and improve their abilities in completing important tasks. Training and development programs can be implemented regularly not only to increase productivity but also to train them to work on the right path towards the company’s goals and have a better understanding of their work and related matters.
LO 4: Discuss how you would go about diagnosing an employee’s performance problems. List several factors to consider.
One important factor I would consider is the productivity of an employee to complete the tasks given within a period of time. Knowing that everyone has a different pace and ability to complete tasks, yet this does not affect one’s productivity to complete the tasks as long as one has the motivation to get things done. Next, I would consider the quality of the tasks completed by employees. There might be someone who gets things done very quickly but poor in quality. In this case, I will start advice, request redos, and possibly implement a training program to make sure employees are working at the minimum requirements. In fact, quality is prior to quantity, but the quantity should not be neglect because I want both effective and efficient to be in a workplace.
R7
LO1: Performance management is the process of creating a work environment in which people can perform to the best of their abilities. There are 6 steps for this process. Performance management is linked to employee selection because when applicants apply for a position, the job descriptions and experience are listed. This is what the hiring manager looks at. Then, the hiring manager will look at each applicant’s capabilities and make the decision on who to hire. When it comes to training, the manager will assess the employee’s skill set and determine what training is needed. Development ties into the performance management process because managers help employees understand that the feedback received is merely constructive criticism for their future growth. This can be misunderstood at times by employees who might see it as “picking” or “judging”.
LO4: Diagnosing an employee’s performance problems is important. By using the different performance measures such as graphic rating schemes, mixed-standard scales, forced-choice method, or essay method a manager will be able to see an employee’s poor performance areas. First, I would determine the person’s performance skills over a series of events. If I noticed that the person is performing poorly, I would correct them offline so that they do not feel embarrassed. If it continues, I would offer a retrain for that employee. Sometimes people just have a bad day, so it is best to evaluate them over a short period of time first.
R8
Within this discussion question, I would like to first talk about the performance management process, and how it is linked to the training, development, and employees within a company. Performance management within a company is very important as this relates to how the company is doing, and if they are turning a greater profit. Without management, there would be no organization within the company and they would not be operating at the maximum they possibly can. With training, performance tests may be done to see how well and fast a specific employee can complete a task, to see if this is the correct job or spot for them. With development in the company, performance management is important to show strengths and weaknesses.
If I was to go about diagnosing an employees performance problems, I would first see how well they know the specific job they have been assigned to. With this, I could then see how long it takes them to complete that specific task as well as check the quality of the work. With a business, quality is key as you do not want unhappy customers coming back talking about their product or service your company has offered them. There are many more things that relate to this but these are just some that come right to mind.
Subject: Management
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