wEEK3. dISCUSSION. NEEDS ANALYSIS TRAINING
Before designing any training program, it is important conduct a needs analysis first. A needs analysis is the process of identifying performance gaps to determine targeted training needs. You can identify performance gaps by comparing the desired performance (i.e., KSAs, departmental and organizational goals) with actual performance (i.e., performance appraisal results and metrics). It is important to keep in mind that training may not always be the best solution for performance gaps. Sometimes performance gaps occur for reasons other than a lack of knowledge or skills, such as unrealistic expectations, excessive workloads, or low employee motivation.
Last week, you identified and rank-ordered KSAs for a current or previous job. For this Discussion, you will identify two of the three KSAs in which there might be a performance gap and the level of performance required for each (e.g., entry, intermediate, or advanced). Then you will choose a training design that would help employees achieve the KSAs at the requisite level.
To prepare for this Discussion:
· Identify two of the three KSAs from the Week 2 Discussion and the level of performance required for each (e.g., entry, intermediate, or advanced).
· Review Chapter 19, focusing on pages 539–549, in Volume 1 of
The SAGE Handbook. Pay particular attention to the training models and consider which model(s) might apply to the KSAs you identified.
· Review Chapter 10, focusing on pages 215–218, in Volume 2 of
The SAGE Handbook and the article, “Learning in the Twenty-First-Century Workplace.” Think about which design elements might be most useful to incorporate into training for the KSAs you identified, and why.
Resources
Needs Analysis and Training
· Campbell, J., Kuncel, N., & Kostal, J. (2018). Training and learning in work roles. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
The SAGE handbook of industrial, work, and organizational psychology
Links to an external site.
(2nd ed., Vol. 1, pp. 533-610). London, UK: SAGE Publications, Ltd.
·
Note: Chapter 19, Focus on pages 539-549
·
Time Estimate: 60 minutes
· Bell, B., & Moore, O. (2018). Learning, training and development in organizations: emerging trends, recent advances, and future directions. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
The handbook of industrial, work, and organizational psychology
Links to an external site.
(2nd ed., Vol. 2, pp. 215-233). London, UK: SAGE Publications, Ltd.
·
Note: Chapter 10, Focus on pages 215-218
·
Time Estimate: 30 minutes
· Noe, R. A., Clarke, A. D., & Klein, H. J. (2014). Learning in the twenty-first-century workplace.
Annual Review of Organizational Psychology and Organizational BehaviorLinks to an external site.
, 1(1), 245–275
·
Time Estimate: 60 minutes
Talent Management and Performance Appraisal
· Aamodt, M. (2016).
Industrial/organizational psychology: An applied approach (8th ed.). Boston, MA: Cengage Learning.
· Chapter 7, “Evaluating Employee Performance” (pp. 233–267 only)
·
Time Estimate: 65 minutes
· Harari, M., & Viswesvaran, C. (2018). Individual job performance. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), The SAGE
handbook of industrial, work, and organizational psychologyLinks to an external site.
(2nd ed., Vol. 1, pp. 55-72). London, UK: SAGE Publications, Ltd.
·
Note: Chapter 3, Focus on pages 56-57
·
Time Estimate: 20 minutes
· Meyers, M., & Paauwe, J. (2018). Talent management. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.),
The SAGE handbook of industrial, work, and organizational psychology
Links to an external site.
(2nd ed., Vol. 3, pp. 517-544). London, UK: SAGE Publications, Ltd.
·
Note: You were first introduced to this
Chapter 23 reading in Week 2. Review again for this week. Focus on pages 527-528.
·
Time Estimate: 15 minutes
· Walden University, LLC. (2019).
Talent management plan: Webbutik
Links to an external site.
[CDN media file]. Walden University Blackboard.
INSTRUCTIONS: Post a response to the following:
· 1. Briefly define the KSAs you selected and the level of performance required for each. 2. Then describe the training design you would use to ensure that employees achieve the KSAs at the requisite level, and why. 3. Be sure to include specific aspects of the training design you would offer.
