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Similaire à Needs Assessment - Hrd 845/441
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Needs Assessment - Hrd 845/441
- 1. Deborah L. Cooper Submitted in Partial Fulfillment for the Requirement of MHRD 845/441 December, 2008 Current Trends Influencing the Needs Assessment Process
- 9. References Afiouni, F. (2007, September). Human resource management and knowledge management: A road map toward improving organizational performance. Journal of American Academy of Business. 11 (2), 124-130. Alleyne, C., Kakabadse, A. & Kakabadse, N. (2007). Using the HR intranet: An exploratory analysis of its impact on managerial satisfaction with the HR function. Personnel Review. 36 (2), 295-310. Brown, J. (2002, winter). Training needs assessment: A must for developing an effective training program. Public Personnel Management, 31 (4), 569-578. Cheng, M-I., Dainty, A. & Moore, D. (2005). Implementing a new performance management system within a project-based organization. International Journal of Productivity and Performance Management, 56 (1), 60-75. Eerde, W., Tang, K.C. & Talbot, G. (2008). The mediating role of training in the relationship between training needs assessment and organizational effectiveness. The Journal of Human Resource Management. 19 (1), 63-73. Grant, J. (2002).Training needs assessment: assessing the need. British Medical Journal . 324 , (7330), 156-159. Gupta, K., Sleezer, C. & Russ-Eft, D. (2007). Practical Guide to Needs Assessment (2nd ed.). Pfeiffer. Houston, J. & Clarke, R. (2008). Moving Beyond “Data Rich, Knowledge Poor” in Human Resources. Retrieved November 18, 2008 from http:// public.deloitte.com/media/0524/us_BNET_movingbeyond_WorkIntelligence_0908.pdf
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- This presentation addresses the needs assessment process, and looks at current key areas of influence that are driving the progression and importance of analyzing organizational needs to optimize organizational success. The dilemma for many organizations is finding a decisive approach toward making sure that their workforce is prepared and competent to handle the technological and environmental changes that are likely to affect the business of the organization. However, the first step to linking organizational goals and objectives to organizational performance requires the establishment of a comprehensive evaluation process that identifies performance needs, gaps, and inadequacies. NEXT SLIDE