Archive for September, 2008
Analyzing Training Needs
How a HR manager analyzes training needs depends on whether he or she is training new or current employees. The main task in analyzing new employees training needs is to determine what the job entails and to break it down into subtasks, each of which then can be taught to the new employee. Analyzing current employees training needs can be more complex, since the HR manager has the added task of deciding whether training is the solution. For example, performance may be down because the standards are not clear or because the person is not motivated. Some trainers use special analytical software, such as from Saba Software, Inc., to diagnose performance gaps and their causes.
Task Analysis: Assessing new employees Training Needs:
Particularly with lower-level workers, it’s common to hire inexperienced personnel and train them. Aim of training here is to give new employees the skills and knowledge they need to do the job. A HR manager can use task analysis to determine the new employees training needs.
Task analysis is a detailed study of the job to determine what specific skills a like Java (in the case of a Web developer) or interviewing (in the case of a supervisor) a job requires. Job descriptions and job specifications are helpful here. These list the job specific duties and skills and thus provide the basic reference point in determining the training required. The training manager can also uncover training needs by reviewing performance standards, performing the job and questioning current job holders and their supervisors.
Some employers supplement the job description and specification with a task analysis record form. This consolidates information regarding required tasks and skills in a form that acts especially helpful for determining training requirements.
Performance Analysis: Assessing Current Employees Training Needs For current employees, performance analysis is the process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through training or through some other means like transferring the employee.
There are several methods HR training manager can use to identify current employees training needs. These include supervisor, peer, and self performance reviews; job related performance data including productivity, absenteeism and tardiness, accidents, short term sickness, grievances, waste, late deliveries, product quality, downtime, repairs, equipment utilization, and customer complaints; observation by supervisors or other specialists; interviews with the employee or his or her supervisor; tests of things like job knowledge, skills and attendance; attitude surveys; individual employee daily diaries; and assessment centers.
The first step here is usually to compare the person’s actual performance to what it should be. Examples of specific performance deficiencies include:
I expect salesperson to make ten new contracts per week, but John averages only six.
Other plants our size average on more than two serious accidents per month; were averaging five.
Distinguishing between can’t-do and won’t-do problems is the heart of performance analysis. First, determine whether it is a can’t do problem and, if so, its specific causes. For example: The employees don’t know what to do or what your standards are; there are obstacles in the system such as lack of tools or supplies; there are no job aids (such as color-coded wires that show assemblers which wire goes where) or no electronic performance support systems that provide on-screen, computerized, step-by-step instructions; you have hired people who haven’t the skills to do the job; or inadequate training.
On the other hand, it might be a won’t-do problem. Here employees could do a good job if they wanted to. Perhaps you need to change the reward system. One expert says perhaps the biggest trap that trainers fall into is [developing] training for problems that training just won’t fix.
If training is the solution, then there is a need to set objectives. These specify what the trainee should be able to accomplish upon completing the training program as repair a copier in 30 minutes, program a simple Web site in half a day, or sell five advertising banners per day, for instance.
QUESTIONING YOUR SELF!
Today morning at 5:00 am I was seating in meditation. I slowly started my focusing. I found slowly I am relaxing and entering in to Sigma state of mind. I became calm and pleasant.
I ask a question to my self:
What can improve quality of my life?
I went in to mutual discovery, kept on thinking (thinking is seeing in words).
After 30 minutes I caught out two things which can definitely improve quality of my life.
1. Spare net 30 minutes to my wife. (No phones, No SMS, No T.V., No Magazines and News paper.)
2. I will leave the home with smile to wife and will return back home from work place with smile. (I should bear my tensions; my family should not be penalize for those actions.)
From that day I started executing those two ideas.
Now it has become my life.
Quality of my family life is very much improved. Now I found that instead of complaining, she is waiting for me, at the night, to have a dinner together.
What one question to your own self can do that I had realized.
Questions creates and effect and impact in the life which is beyond imagination and expectation.
Be passionate
After he had lost the vice-presidential nomination to Estes Kefauver in 1956, Kennedy flew to Europe to rest.
He was basking in the sun at his father’s rented Riviera home when Michael Canfield, former husband of Jackie Kennedy’s sister, lee, came by.
Canfield asked jack why he wanted to be president.
His eyes still closed, jack replied,” I guess it’s the only thing I can do.”
John Kennedy.
Never waste life for valueless items
Knowing the frugality of Socrates’ way of life, a friend was surprised to discover the philosopher studying with rapt attention some flashy wares on displaying in the market place. He inquired why Socrates came to the market place.
Since came to the market, since he never bought anything.” I am always amazed to see just how many things there are that I don’t need, replied Socrates.
Ideas are everything
Henry Ford once called in an efficiently expert to examine the running of the organization. The expert made a favorable report, but had reservations about one employee.
“It’s that man down the corridor, he said, Every time I go by his office he’s just sitting there with his feet on his desk. He is wasting your money.
That Man,” replied ford, “once had an idea that saved us millions of dollars, at the time, I believe his feet were planted right where they are now.
