Human Resource Management: Final Project Milestone Submission

HUMAN RESOURCE MANAGEMENT 1

HUMAN RESOURCE MANAGEMENT 4

Final Project: Milestone Two

Laveda Mitchell

9/20/20

Southern New Hampshire University

Question 1

The value of a training needs assessment is basically for identifying the requirements for performance in addition to the skills, knowledge as well as abilities required by the workforce of an agency into achieving the requirements. A training needs assessment which is considered to be effective will enable directing resources into the areas that have the greatest demand. The assessment is supposed to handle the resources required in fulfilling the mission of the organization as well as enhancing productivity. The generalist of human resource or a specialist for training is supposed to be adept in carrying out needs assessment training. Every training program is supposed to start with an assessment of needs for them to be considered effective as well as efficient (Rope, et.al, 2017).

Question 2

Basically, the assessment of needs tends to be carried out within three levels which include; analysis of an organization, analysis of task in addition to analysis of an individual. Organizational analysis is used in determining the organization’s effectiveness in addition to verifying if there is need for training in addition to understanding the conditions in which it will be carried out. Task analysis is used in determining the attitudes, abilities, knowledge in addition to skills required in achieving the most suitable performance for a workers group. Individual analysis is used in determining the performance of a particular employee regarding the job in addition to checking the employees that require improvement as well as the type of training that should be provided to the given employees.

Question 3

SMART is basically an acronym which is applicable in developing the goals that are measurable for the plan of training. It implies: specific, measurable, achievable, and relevant as well as time-oriented. Specific is used in providing the opinion regarding what as well as how training is supposed to be carried out in addition to giving an illustration on the work that is supposed to be done. Measurable is used in giving opinion regarding the manner in which the trainer would have the expectations met. Achievable provides the opinion on whether the trainer is capable of training as well as achieving the objective which is measurable. Relevant provides opinion regarding whether the training is supposed to be implemented and the training’s impact. Time-oriented provides opinion regarding the duration of the training (Silverman, et.al, 2019).

Question 4

Learning as well as development at the moment is known as training in addition to development. It is encompassed on the range of acquiring the knowledge which is necessary, skills as well as behaviors. There are various benefits of development in addition to training. There are considered to be a lot of reasons as to why an organization is supposed to invest within training in addition to development. These given reasons include; it offers assistance in improving a business’ performance in addition to its efficiency as well as productivity. It also develops the knowledge as well as the skills of the employees for their present job role. In addition it also provides the management with an option of enhancing management of talent in addition to succession planning.

Question 5

There are various strategies that are supposed to be utilized incorporating’ grown-up standards for learning as well as experiential learning techniques; accentuating personal learning advantages as well as having each member create up their individual aim for this preparation. In addition, one can make use of methods which need investment energize participation which is dynamic as well as experiencing sharing, design curriculum which enables preparation to be focused on understudy (Vecere, et.al, 2017).

References

Rope, R. W., Pivert, K. A., Parker, M. G., Sozio, S. M., & Merell, S. B. (2017). Education in nephrology fellowship: A survey-based needs assessment. Journal of the American Society of Nephrology, 28(7), 1983-1990. Retrieved from https://jasn.asnjournals.org/content/28/7/1983?utm_source=TrendMD&utm_medium=cpc&utm_campaign=J_Am_Soc_Nephrol_TrendMD_0

Silverman, S. G., Pedrosa, I., Ellis, J. H., Hindman, N. M., Schieda, N., Smith, A. D., ... & Wells, S. A. (2019). Bosniak classification of cystic renal masses, version 2019: an update proposal and needs assessment. Radiology, 292(2), 475-488. Retrieved from https://pubs.rsna.org/doi/abs/10.1148/radiol.2019182646

Vecere, A., Monteiro, R., Ammann, W. J., Giovinazzi, S., & Santos, R. H. M. (2017). Predictive models for post disaster shelter needs assessment. International Journal of Disaster Risk Reduction, 21, 44-62. Retrieved from https://www.sciencedirect.com/science/article/pii/S2212420916301479