Human Resource Development, Case Study Analysis
Managing Learning and Knowledge Capital
Human Resource Development:
Chapter 4
HRD Needs Investigation:
An overview
Copyright © 2010 Tilde University Press
The importance of HRDNI
- Only systematic way of deciding
- Whether a HRD solution is required
- The most appropriate HRD solution
- Links HRD to the organisation’s strategic plan
- Identifies whether staff have sufficient skills and knowledge
- Minimises waste of resources, such as staff time
- Maximises potential benefits of the learning interventions
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HRDNI defined
- Identifies the gap – expected vs actual
- Four categories
- Performance deficiency
- Diagnostic audit
- Democratic preference
- Pro-active analysis
- May have multiple meanings
- One-off investigation
- Ongoing surveillance
- Scanning of future problems and challenges
- Must do a General Needs Analysis first
- If a HRD issue, then do a HRDNI
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The HRDNI identifies
- The content and learning objectives
- The population
- The resources needed
- The context and organisational politics
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Two levels of HRDNI
- Surveillance level
- Continually survey the internal and external environment
- Organisational strategic plan
- HRD strategic plan
- The internal environment
- Quality control system and safety reports
- Financial control system
- Staff turnover and sick leave
- Performance appraisal system
- Managerial observation
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Two levels of HRDNI (cont)
- The investigation level – when surveillance stage indicates a possible issue
- Data gathering
- Interviewing and focus groups (see Chapter 6)
- Organisational records, observation, assessment centres
- Data analysis
- Quantitative and qualitative techniques
- Learning objectives – terminal behaviour, Standards, Conditions
- Competencies
- Learning outcomes
- Other components – e.g., target population
- Pivotal nature of learning objectives
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Investigation plan
- Operational base
- Authority base
- Key role players
- Initiator
- Decider
- Loose connections
- Other sources of information
- Investigation methods
- Time frames
- Allow time to analysis and writing report
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Selecting a HRDNI method
- The strategic orientation
- Advantages and disadvantages – see Table 4.2
- Initial impressions not always accurate
- Organisational politics
- Espoused theory vs theory-in-action
- Organisational defence mechanisms
- The above 3 cannto be dismissed – but cannot be ignored either
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The HRDNI report
- Reason for conducting
- Describe the investigator
- Describe processes used
- Define the learner population
- Define learning outcomes and learning objectives
- Justify the design learning experiences needed
- Note information that can be used in the learning experience
- Plan the evaluation
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The need for the HRDNI
- Often not done, because:
- Can be difficult and time consuming
- Action is valued over research
- More attractive options (e.g., fads)
- Lack of senior management support
- Cannot hide from the strategic imperatives
- Important underlying precepts of HRDNI
- Is a dynamic and continuous process
- The investigation stage must satisfy a demand
- Invest to insure subsequent action is more efficient & effective
- Decreases the risk of inappropriate action
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