Please provide responses for the following questions:Define evaluation and explain its role in HRD.Compare and contrast the different frameworks presented in the text for HRD evaluation. This can be done in a written or chart format.Referencing the work that you did in this week’s Class Assessment and in Week 5 for the Needs Assessment and HRD Design Assignments, articulate an appropriate evaluation strategy to accompany your expanding proposal. Be sure to explain why the evaluation strategy you choose makes the most sense.Attached is the needs assessment.Conducting a Needs Assessment
Needs assessment when defined refers to the procedure of articulating and identifying
an institution’s human resource development (HRD) needs. Basically, the approach plays a
vital role in enabling a venture to identify its goals, as well as expose the skill gaps that
hinder employees from attaining or retaining an effective job performance (Cekada 28).
There are numerous benefits associated with conducting a needs assessment, with the leading
being the identification of gaps that occur between future job performance and the present
skills. Caffarella (28) affirms that it is based on the insight gained from both assessments that
a firm can map the path under which the human resource development activities will flow.
When executing the needs assessment in the current Initech’s context, the primary
step would be to assess the central issue that is probing the organization. Based on the
footages presented, it is apparent that most employees are familiar with a layoff that is
currently occurring. Such exposure is detrimental for it creates a sense of unreliability and
relentlessness, with most of the employees being uneasy because of fear associated with
losing their job/position in the company. After the layoffs have been concluded, then there
can be ample time to conduct research and create a comprehensive needs assessment
program.
During this time, it is vital to ensure that the instructor is fully equipped and well
prepared to deliver exceptionally on the tasks being taught. Ideally, each segment of the
needs assessment, as well as its complementary training, should be presented through the use
of explanations, demonstrations, and illustrations. The given aspect when coupled with a
committed and pleasant instructor is bound to ensure that the assessment will impart
impactful knowledge on the workforce.
When conducting a training needs assessment, there are various questions that the
individual is in charge (I) should pose
a) Is there a vital need to conduct a needs assessment?
b) Based on the assessment of the end results, what accomplishment is the manager,
employees and executive team attempting to realize?
c) Will my leading role in training contribute towards the given accomplishment?
By relying on the given questions, it would be easier to identify the institution’s needs,
then subsequently perform a gap analysis. The process of performing the gap analysis
commences with the evaluation of the respective institution’s current state, its workforce
skills, and recent performance (Caffarella 28). Most of these evaluations are contrasted
against the desired state that the organization would desire to attain. During the comparison,
the differences identified when summed up represent the gap.
The complementary process of analysis necessitates the creation of an excel chart for
better visual presentation with color coding being used to make reading and understanding
easier; especially when presenting the findings to the trainees. Amongst all office packages,
Excel provides the best interface for comparison by using tables. Finally, while presenting the
needs assessment analysis, it is vital to identify the dates of gap resolution, because his
approach creates a timeframe to be considered when bridging the identified gaps (Cekada
30).
When conducting the gap analysis, a vital checklist of information that should be used
includes focus groups, observation, human resource records, questionnaires, surveys/selfassessments, and personal interviews. Ideally, the checklist for information would make it
easier to collect gap analysis information associated with; job descriptions, performance
evaluations, accidents and safety reports as well as attendance records,
Interestingly, the reliance on detailed and precise HR records emerges to be vital in
the execution of a safety training needs assessment. Secondly, the reliance on focus groups as
an additional gap analysis technique helps realize the training needs of various individuals.
This technique is vital for the assessment process because it compels the trainees to
brainstorm and note down vital and valuable goals that they desire to attain after the training
(Pfau 2). In the given exercise, I am compelled to encourage and motivate the trainees to craft
a chart using sticky notes; based on the answers they conceive during the given session.
While winding up on the particular segment of the exercise, the participants will be involved
in an activity that enables them to identify the top three training ideas.
After completion of the gap analysis, then the subsequent step is to identify the
suitable training alternative amongst the available options. Generally, gap analysis as a
platform enables to create a table of training needs; thereby easing the assessment of trainees’
goals and the organization’s priorities. In the context, I will integrate the reliance of a scale
from 1 to 5, with the intention of acting as a guide that will ease the identification of
importance associated with each goal and priority. After comprehensively reviewing the
training needs information as well as the institution’s alternatives, then it will be easier to
craft a list of training priorities that is compatible with the demands of different departments,
trainees and the organization as a whole (Cekada 32). There is a vital need to ensure all
members of the workforce are involved in the training, for the approach optimally ensures
that the partakers can mend towards the newly proposed techniques being formed.
The final step of the assessment is compiling all information together, Given that I am
a data analyst I will integrate all findings in the report that I intend to present. Basically, the
report will be defined by both short-term and long-term plans in addition to the training’s
budget. Tabulating the training cost would necessitate the reliance of the standardized society
of HRM formula which is (cost of training each employee*total number of trainees).
Conclusively, the final report will identify the assessed individuals, with an explanation of
why they were chosen for the assessment. Besides this, the manner in which the assessment
was completed, including the strategies employed and recommendations identified will be
presented in a timeline structure. Additional insight in the report will expound more on
current training projects with the intention of assessing if they should still be availed.
Works Cited
Caffarella, Rosemary. “Need training? Conducting an effective needs
assessment.” Professional Safety 56.12 (2011): 28.
Cekada, Tracey L. “Training needs assessment: Understanding what employees need to
know.” Professional Safety 55.03 (2010): 28-33.
Pfau, Richard H. “How to identify the training needs of employees.” (2017).
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