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Human Resource Development-- - Assignment Example

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It also offers a description on the purpose and advantages of conducting a needs assessment and illustrates how an organization may determine its training needs. The paper…
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Human Resource Development This paper presents a discussion on the factors that determine whether training transfers back to the job. It also offers a description on the purpose and advantages of conducting a needs assessment and illustrates how an organization may determine its training needs. The paper also explores factors influencing learning motivation. Finally, the paper will also discuss the advantages and disadvantages of interviewing to discover personal opinions in the determination of a potential trainee’s development needs.
Human Resource Development
Training Transfer
Many organizations usually invest heavily in employee training with the expectation that the acquired knowledge will be replicated at their work places. As Coates (2010) explains, acquiring new knowledge, attitudes and skill sets in one environment and applying them in another may be affected by several factors. Effective and the experience of the trainer is a very essential factor in influencing the training transfer to job places. Any trainer must be a fluent and effective communicator (Coates, 2010). This facilitates the conversations and ensures the learners’ needs are met, a clear and effective presentation of the material that makes the information interesting. Another factor is the in-class and out-class practice. More of this practice ensures the learner gains enough experience of handling cases, and it is easier to transfer the training to workplaces in case a similar case appears as to that tackled during the practices (Coates, 2010). An organization should also mount some quality pressure on the trained employees to work as of their acquired knowledge and towards the set goal of the organization. This will ensure that the employees apply their learnt skills at their workplaces effectively.
Needs Assessment
Needs assessment are usually conducted so as to facilitate the growth of employees of a company in terms of the knowledge and skills they possess. This helps the organization to know the type of employees in the organization, how to train them and what they need to be motivated. According to Barbazette (2004), a needs assessment is conducted to link a deficiency in performance to a desired result and ensure that appropriate training is formulated and conducted to combat the problems caused by the deficiency. To do this, an organization needs to analyze their needs and wants by conducting a performance analysis to identify which skill shortcomings can be bridged through training. To conduct a training needs assessment, an organization will have to first gather information for aiding in appropriate decision-making, analyze the gathered information and come up with suitable resolutions based on the findings. Needs assessment usually comes with advantages of conducting it. Among them is that it provides measurable and relevant data; it encourages involvement of all stakeholders; and uncovers information that may have otherwise been overlooked (Barbazette, 2004).
Learning Motivation
While ability to learn is critical for learning to take place, the motivation to learn plays a more pivotal role (Coates, 2010). Most people are not into new ideas, so the idea of training or educating them on new ideas may prove to be a tough challenge. Teacher practices such as motivational strategies, beliefs and willpower also influence the learning of a student (Barbazette, 2004). An individual’s desire to attain significant accomplishment and their personal feelings towards achievement will drive them to learning something as opposed to being coerced to perform. The will has been shown to be stronger and students with limited abilities have excelled where more able students have failed owing to these factors.
Needs Assessment Method Validity
Interviewing is of paramount importance in conducting a needs assessment (Barbazette, 2004). The advantages include: it allows the interviewee to express their opinion and sentiments in their own words; it provides face validity and high credibility; and allows the interviewer to seek for clarification and explore unexpected themes. The disadvantages include; interviews may produce resistance from interviewees who may consider it intrusive; interviews do not offer anonymity and hence, may result in some crucial information being withheld; interviewees may be more reactive to personalities and moods, conducting and analyzing interviews may be more time consuming than other methods.
Conclusion
Needs assessments are necessary for the formulation of appropriate and effective training programs. They bridge the gap between deficiencies and where an organization wants to be. Training transfer offers a transfer of knowledge gained from one environment in a different environment and whilst ability to learn is critical, it is not enough if the student is not motivated to learn. Interviews are a popular and common facet of information gathering during needs assessment. The organization has to weigh the advantages of using interviews against disadvantages according to their needs.
References
Barbazette, J. (2004). What is needs assessment? Training Needs Assessment. Wiley.
Coates, E. D. (2010). Enhance the transfer of learning: Tips, tools, and intelligence for trainers. ASTD Press. Read More
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