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Training and Development Case Study

This document summarizes a needs assessment process for a training and development course at the University of Dhaka. It discusses positive and negative outcomes of the original needs assessment process, which involved training eligibility technicians to increase their reading speed. It then proposes an alternative needs assessment method that would involve observation, interviews, prototype training, and additional analysis of organizational goals and employee skills to better identify training needs.

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Damil Alam Prakash
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© Attribution Non-Commercial (BY-NC)
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532 views

Training and Development Case Study

This document summarizes a needs assessment process for a training and development course at the University of Dhaka. It discusses positive and negative outcomes of the original needs assessment process, which involved training eligibility technicians to increase their reading speed. It then proposes an alternative needs assessment method that would involve observation, interviews, prototype training, and additional analysis of organizational goals and employee skills to better identify training needs.

Uploaded by

Damil Alam Prakash
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Assignment-03

NEEDS ASSESSMENT PROCESS

Course: Training and Development Course No: H 610

Submitted to Khair Jahan Sogra Professor IBA, University of Dhaka

Submitted by Zahra Maryam (RK-08, 47D) Md. Ashraf-Uz-Zaman (ZR-40, 47D) Damil Alam Prakash (ZR- 35, 47D)

Institute of Business Administration, University of Dhaka April 3, 2013

Answer 2(a): Evaluating the needs assessment process: Positive outcomes of the process followed: 1. Organizational Analysis: a. Strategic Direction: According to standard procedures, eligibility technicians were supposed to read a large number of memos and announcements of new and revised policies and procedures. The training resulted in an increase in the reading speed of the employees. Thus, the organization invested in improving a factor that affects their strategic direction and got positive results. b. Training Resources: Total investment on the training was $50,000. The positive end results suggest that this amount was sufficient. 2. Task Analysis a. Task Definition: The task was well defined and that skill deficiency was properly identified resulting in improvement in a deficient skill. 3. Personal Analysis a. Feedback: Two feedbacks were done. One immediately and one two months after. Also, feedback loop accurately identified deficiency in the trainings need assessments personal analysis. Negative outcomes of the process followed: 1. Personal Analysis: a. Input: Organization did not provide enough input suggesting that the learned skills need to be applied on the job before the training. b. Output: Performance expectations were not clearly identified before the training was authorized. Answer 2(b): We would apply the following method for need assessment. Need assessment technique: We will use observation with skilled line manager along with telephone in depth interview. Observation will ensure identification of actual skill gap. In depth interview to identify whether the training would result in improved performance. We will also do prototype training before committing full resource. This will ensure required performance increase. Organizational analysis: According to the text, the training is portrayed to be directly related with the organizations overall strategic goal. We would still go through the organizations

mission and goals, to find out the relative importance of the respective task of eligibility technicians. Then, we would analyze whether the top management and the line managers are onboard regarding the importance of this training. Then, we would identify the minimum and optimum level of resources necessary and whether the senior managers are willing it invest that much. Task analysis: eligibility technicians are responsible for client contact, policy interpretation and financial decision related to several form of public aid. We would take data through observations and interviews about the task and thus try to figure out the task. If it would seen that speed reading is necessary for the job then we would move forward. Here we will we would determined, whether the speed reading training can fill up the gap between the expected performance and present performance. Before being forward to traing for all employee, we would rather arrange proto type training for small group, say 10 employee. Before let them know their selection, record their performance. After that, proto type training was conducted and the out come would measured in terrms of quality of their response. If it would found effective, only then we would go for mass level.

Person analysis: To accomplish the task that technicians need to read a large number of memo and announcements of new and revised policy and procedures. Through observation and interview to supervisor and employee, we would determine the necessary skill to perform the job. Also, we would see whether the employees are aware about the performance expectations. Also, they will be given ample motivation to use the learned skills on the job in order to ensure increased performance. Then we will determine, whether the speed reading training can fill up the gap between the expected performance and present performance. Before being forward to training for all employees, we will arrange proto type training for a 10 member group. We will do the full training only if the prototype training yields positive results. In this particular circumstance, personal analysis would reveal that they gap of performance is not for skill rather they are not motivated towards work. Even, if person analysis cant reveal that, final check of outcome from small group training will surely prevent the fruitless spending of 50,000 USD for training.

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