Once the steps have been completed, a detailed paper outlining your processes, methodologies, results, and recommendations should be prepared. Although the length of the paper is not predetermined, a paper of 10–15 pages in length, double-spaced, is customarily necessary to cover the topic adequately. This does not include the title and reference pages.
Note: There is an excellent guide online called Human Capital: A Guide for Assessing Strategic Training and Development Efforts in the Federal Government put out by the United States General Accounting Office. Although this relates to the government and not the private sector, it contains excellent information that can be applied anywhere.
Milestones: Project Phases—In Detail
There are a number of ways in which an organization can be selected. One option is to look outside your organization for companies that would be interested in participating in the project. Another is to volunteer your own organization, or if you are not currently employed, use a church, school, club, or other organization.
Once your organization has been selected, you will need to learn a lot about it. It is essential for you to understand the organization’s business, goals, objectives, and mission in order to complete this project successfully. (Submit the information on your selected organization to your Dropbox by the end of Week 1—this is an ungraded step but required and essential to help you make sure you are on the right track.) Also note that you will be submitting a progress report for this project in Week 5 in the Minipaper assignment—this is worth 100 points.
Training and development processes begin with a needs assessment. Given the economic pressures that businesses face today, it is imperative that those needs be connected to specific organizational performance issues.
There are three different forms of analysis you will need to complete.
As you conduct your needs assessment, you may want to consider four potential sources of information that may help you in your analysis. Information such as employee turnover analysis, incident reports, long-range production goals, employee satisfaction studies, and physical plant layout can tell us a lot. Examples of other documents you may wish to consider include the following.
Potential questions include the following.
|1. I am involved in decisions that directly affect my job.|
2. My supervisor communicates with me on a regular basis.
3. I clearly understand what is expected of me.
4. I am rewarded for good performance.
5. My opinion has been asked regarding what needs to change in my work area.
6. I understand why the decisions that affect my job are made.
7. My supervisor gives me information that is important to me.
8. I have the skills necessary to perform my job properly.
9. I am rewarded for working well with others.
10. I receive frequent feedback on my performance.
11. I believe the information that I receive from my supervisor.
12. I have the tools necessary to perform my job properly.
13. My job leaves me with a sense of accomplishment.
14. I understand the information that I receive from my organization.
15. I am encouraged to make decisions that affect my job.
16. I am encouraged to communicate with my supervisor.
17. Team goals are supported throughout my organization.
18. My organization treats all employees well.
19. I have the information necessary to make decisions that affect my job.
20. I am encouraged to communicate with others.
21. The feedback that I receive is directly related to my job performance.
22. My organization treats all employees fairly.
23. My supervisor allows me to communicate my thoughts without fear of reprisal.
24. The feedback that I receive is constructive in nature.
25. My organization is interested in the growth and development of its employees.
26. I believe the information that I receive from my organization.
It is up to you to determine the methodology to be used in conducting the assessment. Considerations should include the willingness of the organization and its employees to provide information, the availability of information from the organization to be studied, and the availability of individuals in the organization to be interviewed and observed.
The nature of the needs analysis, of course, also should be based on the type of assessment desired. Given the broad coverage of the course, assessment may include, but would not be limited to, the following.