Change Employee Behavior Without Answer Discussio

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Change Employee Behavior Without Answer Discussio

Respond to the following question below .

  • Why is needs assessment information critical to the development and delivery of an effective HRD program?

The needs assessment phase of the HRD process model establishes the foundation of the HRD training program (Werner, 2018, p. 141). It is considered a process by which needs are identified and articulated (Werner, 2018, p. 121). Without a road map to get you from Place A to Place B, you would get lost, the same is true for the needs assessment phase of the HRD model, without it there would be no “map” showing what is to be accomplished from the training program. One of the most; if not the most, critical task in the training process is the needs assessment phase (Sleezer, 1993, p. 248). This step affects the trainees, the organization, the quality of the training program, as well as the effectiveness of the training program (Sleezer, 1993, p. 249). The needs assessment phase uses strategic, task, and person levels to identify where and in what conditions training is needed, what needs to be done to effectively perform, who needs training and in what form should the training be presented (Werner, 2018, p. 123). The needs assessment phase also considers that resources available to use for training are limited for many organizations and that training should be prioritized to have the greatest impact on the organization (Werner, 2018, p. 144). Providing this road map for training helps identify what KSAOs should be included, as well as helps encourage buy-in from supervisors, managers, and employees especially if they are included in the assessment process (Werner, 2018, p. 140).

  • Why are behavioral objectives and lesson plans important to effective HRD interventions? What role should objectives play in the design, implementation, and evaluation of HRD programs? How can objectives be of values to trainees?

Objectives should be established as the next steps in the HRD model after needs assessments have been evaluated. Objectives are defined as a “description of a performance you want learners to be able to exhibit before you consider them competent,” per Robert Mager (Werner, 2018, p. 158). Therefore training program objectives describe the intent and desired results of the HRD program (Werner, 2018, p. 158). Establishing objectives also helps form the basis for determining the methods that will be used to achieve the desired outcomes the organization seeks from the training program. Objectives are used to not only form the basis for determining methods but are also used to select the content of the program and to evaluate the program’s success. Clear set objectives can also help trainees focus their attention and efforts during the program, by providing guidance on what and where the program is going along with how to know when they have reached their training goals (Werner, 2018, p. 159). Without clearly defined objectives in the design phase, both learning and evaluation will be less likely to succeed. In order for objectives to be effective, they must link with outcomes, like reaction, learning, application, impact, and return on investment, but also have three critical aspects (Werner, 2018, p. 159). Objectives should be able to describe the performance trainees should be able to do, the conditions under which they must perform these objectives, and finally how well this has been accomplished. Sometimes just simply stated objectives are enough to change employee behavior without addition training interventions. Also clearly defined objectives can represent the organization’s expectations, which have an overall effect on employee behavior (Werner, 2018, p. 160). In summary, objectives help support not only the training program but also those undergoing training by giving them a set of expectations for success.

Sleezer, C. (1993). Training Needs Assessment at Work: A Dynamic Process. Human Resource Development Quarterly, 4(3), 247-264.

Werner, J. M. (2018). Human Resource Development Talent Development, 7th ed. Boston, MA: Cengage Learning.