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Figure 3.3 – Process for Analyzing the Factors That Influence Employee Performance and Learning

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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The Needs Assessment Process

(cont.)

 Employees’ self-efficacy level can be

increased by:

Letting employees know the purpose of

training.

Providing as much information as possible

about the training program and the purpose of

training prior to the actual training.



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The Needs Assessment Process

(cont.)

 Employees’ self-efficacy level can be

increased by:

Showing employees the training success of

their peers who are now in similar jobs.

Providing employees with feedback that

learning is under their control and they have

the ability and the responsibility to overcome

any learning difficulties they experience in the

program.

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The Needs Assessment Process

(cont.)

 To ensure that the work environment

enhances trainees’ motivation to learn:

Provide materials, time, job-related

information, and other work aids necessary

for employees to use new skills or behavior

before participating in training programs.

Speak positively about the company’s training

programs to employees.



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The Needs Assessment Process

(cont.)

 To ensure that the work environment

enhances trainees’ motivation to learn:

Encourage work-group members to involve

each other in trying to use new skills on the

job.

Provide employees with time and

opportunities to practice and apply new skills

or behaviors to their work.



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The Needs Assessment Process

(cont.)

 To determine whether training is needed to

solve a performance problem, managers

should assess the following:

Is the performance problem important? Does it

have the potential to cost the company a

significant amount of money from lost

productivity or customers?

Do the employees know how to perform

effectively?

Can the employees demonstrate the correct

knowledge or behavior?



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The Needs Assessment Process

(cont.)

 To determine whether training is needed

to solve a performance problem,

managers should assess the following:

Were performance expectations clear (input)?

Were there any obstacles to performance such

as faulty tools or equipment?

Were positive consequences offered for good

performance? Was good performance not

rewarded?

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The Needs Assessment Process

(cont.)

 To determine whether training is needed

to solve a performance problem,

managers should assess the following:

Did employees receive timely, relevant,

accurate, constructive, and specific feedback

about their performance?

Were other solutions such as job redesign or

transferring employees to other jobs too

expensive or unrealistic?

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The Needs Assessment Process

(cont.)

 Task analysis – identifies the important

tasks and knowledge, skills, and

behaviors that need to be emphasized in

training for employees to complete their

tasks.

 Job – specific position requiring the

completion of certain tasks.

 Task – employee’s work activity in a

specific job.

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The Needs Assessment Process

(cont.)

 Knowledge – includes facts or

procedures.

 Skill – indicates competency in

performing a task.

 Ability – includes the physical and

mental capacities to perform a task.



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Table 3.6 - Example of the Relationships among a

Critical Job Issue, a Critical Process Issue, and a

Critical Business Issue



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Figure 3.3 – Process for Analyzing the Factors That Influence Employee Performance and Learning

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