Week 3 DISCUSSION
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Module3Readings-HumanResourceDevelopmentHRA-539-MBOL1.pdf
Week3DISCUSSIONHRA-539.docx
Module3-The3PartsofTrainingNeedsAnalysis-HumanResourceDevelopmentHRA-539-MBOL1.pdf
7/16/24, 2:28 PM Module 3 - The 3 Parts of Training Needs Analysis - Human Resource Development HRA-539-MBOL1
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Module 3 - The 3 Parts of Training Needs Analysis
Human Resource Development HRA-539-…
7/16/24, 2:28 PM Module 3 - The 3 Parts of Training Needs Analysis - Human Resource Development HRA-539-MBOL1
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Module3Readings-HumanResourceDevelopmentHRA-539-MBOL1.pdf
7/16/24, 2:30 PM Module 3 Readings - Human Resource Development HRA-539-MBOL1
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Assigned Reading
For this module, read the following:
E�ective Training: Systems, Strategies, and Practices Chapter 4.
Chapter 4 of our textbook explores how needs analysis or training needs assessment (TNA) looks for gaps
in performance. When what you expect from employees in the organization is not what they are doing,
there’s a problem – what your text calls an “organizational performance gap”
Reading Focus and Active Reading Guidance
There are many ways to look for these discrepancies in performance and TNA proposes a 3 tiered solution.
A good place to start is Organizational Analysis, to make sure circumstances within the organization are
not inadvertently creating a performance gap.
A good needs analysis will also look at the tasks and KSAO’s required by the job (you’ve heard of job
analysis, right?), sometimes referred to as Task Analysis or Operational Analysis.
The �nal step is Person Analysis, when we consider the needs of the people who will actually be doing the
7/16/24, 2:30 PM Module 3 Readings - Human Resource Development HRA-539-MBOL1
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job and performing the tasks or learning the required KSAO’s. Who are they? How many? How will they
learn best?
Be sure to review chapter summaries and be sure to look over all end of chapter
information.
As you are reading, think about internal and external factors, or
organizational and environmental factors that might impair
performance at your own organization. Could these factors be
better controlled, reduced, or removed all together?
Week3DISCUSSIONHRA-539.docx
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Our textbook, Effective Training… explains that needs analysis can be proactive (planned in advance for an expected future performance gap) or reactive (conducted here and now to address an immediate, current performance gap). Provide an example of a situation (either a real past experience or a hypothetical) in which you would recommend either a proactive or a reactive needs analysis (pick one). Describe the situation and explain why you believe the type of needs analysis you chose would be most practical. What would the outcome be if no needs analysis was conducted?
THIS IS TEXTBOOK- PLEASE CITE FROM THIS SOURCE AND 1 OUTSIDE SOURCE AS WELL Blanchard, P. N., Thacker, J. W., & Cosby, D. M. (2024). Effective Training: Systems, Strategies, and Practices (7th ed.). SAGE Publications, Inc. |
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