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Table 3.4 – Questions to Ask Vendors and Consultants

Table 3.4 – Questions to Ask Vendors and Consultants

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The Needs Assessment Process

(cont.)

 Person analysis involves:

determining whether performance

deficiencies result from a lack of knowledge,

skill, or ability (a training issue) or from a

motivational or work-design problem.

identifying who needs training.

determining employees’ readiness for

training.



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The Needs Assessment Process

(cont.)

 Readiness for training – refers to

whether:

employees have the personal characteristics

necessary to learn program content and apply

it on the job.

the work environment will facilitate learning

and not interfere with performance.



 This process includes evaluating person

characteristics, input, output,

consequences, and feedback.



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The Needs Assessment Process

(cont.)

 A major pressure point for training is

substandard or poor performance.

 Another potential indicator of the need for

training is if the job changes such that

current levels of performance need to be

improved or employees must be able to

complete new tasks.



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Figure 3.3 – Process for Analyzing the Factors That

Influence Employee Performance and Learning



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The Needs Assessment Process

(cont.)

 Cognitive ability includes three

dimensions: verbal comprehension,

quantitative ability, and reasoning ability.

 Readability refers to the difficulty level

of written materials; readability

assessment usually involves analysis of

sentence length and word difficulty.



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Table 3.4 – Questions to Ask Vendors and Consultants

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