Needs Assessment And Its Analytic Tools Information Technology Essay

involve discernment And Its Analytic Tools Information Technology EssayThis report is based on search onto unavoidably sagaciousness and its analytic peckers. In addition, this paper critically examines the nature and role of carrys legal opinion as a tool in consulting practice. take sagacityA Needs estimation is a system of rulesatic exploration of the way things argon and the way they should be. These things atomic number 18 unremarkably associated with presidencyal and/or individual performance (Stout, 1995).A demand judgment should be purposeed to light upon and prioritize require, while a direct digest should break and identified need into its component parts and teach solution requirement. Practical and pragmatic necessarily measurements provide a procedure for identifying and prioritizing gaps between online and desired results (Kaufman, 1979).Need Assessment is defined as an investigation, undertaken to determine the nature of performance problems in order to establish the cardinal ca works and the way in which schooling suffer be addressed. Goldstein (1993) describes need estimate as the microscope stage of the instructional process that provides the breeding necessary to design the entire weapons platform. A grooming gap is defined as the inconsistency between the required standard of the job and incumbents performance. Need realization is the scratch point in both training and increase activity. Need identification or assessment is non a routine function, be apparent movement it should conduct conservatively and in a diagnostic manner.The assessment begins with a need which great deal be identified in several ways but is slackly described as a gap between what is currently in place and what is needed, now and in the approaching. The purpose of a training demand assessment is to identify performance requirements or need within an governing in order to help direct resources to the aras of grea tribula tion need, those that closely look up to fulfilling the organizational goals and objectives, improving productivity and providing quality products and services. Indeed, there argon motley reasons why need assessment is not conducted as it is described as being a difficult process, time consuming and lack of resources in carrying out the tasks (Miller Osinski, 1996). On the other hand, Desimone and Werner (2002) argued that in make up assumptions ar usually make about needs analysis being unnecessary because the available breeding already specifies what an organizations needs be. According to Miller and Osinski (1996) the needs assessment is the firstborn step in the establishment of a training and ontogeny Program. It is use as the foundation for determining instructional objectives, the selection and design of instructional programs, the follow throughation of the programs and the evaluation of the training provided. These processes form a continuous round of drinks whic h always begins with a needs assessment.A needs assessment is a systematic systemology utilize to locate the need before we interject with the solution. The assessment helps us to locate the gaps in the plan of action or the active strategy and helps us manage at the micro and macro instruction aims. A needs assessment is carried out for an individual, an organization, team and even family outcomes. Some of the scenarios where needs assessment is widely used are organization take aimment, disease outbreak, war/terrorism, drug abuse, poverty, sports etc. Needs assessment gives us a fair amount of insights about the situation that we are transaction with, before we go ahead and intervene. Gap could be easily determine with the use of analytical tools possessed by Needs assessment. They are used to identify strategic priorities, define results to be accomplished, guide decision link up to actions considered and creates an evaluation criterion to judge the success and also g uide incessant value within the organization (Stout, 1995).Models of Needs AssessmentThere are plenty of incompatible models proposed by the eminent researchers. Needs assessment models are based on the variety of profession and applications. All the different models and a small description of these models are mentioned belowArthurs carrying into action valuation matrix(Arthur, L.1993. Improving Software Quality. New York John Wiley and Sons)The context of Arthurs Performance Evaluation Matrix is usually used for the development or improvement of softwares. bathroom to top assessment is what this model emphasizes on. The assessment begins with very end-users much(prenominal) as the customers and suppliers. The model deals with identifying the defects created in the cycle and usage of data to identify the causes of the defects. It does not answer the society or the organizational results, but focuses on the development and improvement of their products (Anonymous, Models, n .d)Burton and Merrills Four Phase Model(Burton, J. Merrill, P. 1998, Needs Assessment Goals, Needs And Priorities)Internal and External factors are recognized by this four phase model. Additionally, this model focuses on the application of needs assessment in the development of instructional materials at the level of a course and intentionally does not address societal and organizational results. It avoids the society and the organizational results, because the writes Burton and Merill believe that their assessment tool helps in development of instructional materials (Anonymous, Models, n.d).Gilberts Performance Matrix(Gilbert, T. 1978, merciful Competence Engineering Worthy Performance)The Performance Matrix, provided by Gilbert focuses on the process improvement. He provides two types of performance matrix, a Full cuticle model and a truncated version. The author believes that any research on performance needs to be carried out at the higher level. The author begins his discus sion at the Philosophical level and then gets down to the tactical and Logistical level and then the study is reduced to a simplified performance matrix (Anonymous, Models, n.d).Gordons Front curio Analysis ModelGordon, S. (1994) magisterial readiness Program Design Maximizing Effectiveness and Minimizing Liability. Englewood Cliffs, NJ scholar Hall.This model identifies the unavailability of resources or any faulty shortcomings. Gordons Front End Analysis Model can be used to document and die an individuals performance and cannot be extended to the societal or organization level (Anonymous, Models, n.d).Darraughs sestet step Model(Darraugh, B. 1991. It takes six.(six step model). Training and development journal, v45, n3, p21)The Six step model is very much similar to the Ros stipulatets Training needs assessment model. Darraugh provides a set of fifteen question for conducting the assessment. These questions orient towards the needs but are not determine the link to the socie tal, organizational or individual accomplishments. Therefore this model does not provide complete steering in conducting the needs assessment (Anonymous, Models, n.d).Ostroff and Fords Levels Perspective Model(Ostroff, C. Ford, J.K, 1989, Assessment training needs Critical levels of analysis)This model is based on the three subject government issue areas, organisational, Task and Person given by Mc Gehee and Thayer. Ostroff and Fords model gallant the model to the next level by introducing a Levels dimension, which includes Organizational sub-units and Individual. cardinal 7 discreet analyses can be carried out based on the similarities and differences between each level. This model is considered to cover al more or less every possible theory (Anonymous, Models, n.d).Hannum and Hansens Needs Analysis Model(Hannum, W. Hansen, C. 1989, Instructional systems development in large organizations)Their model supports a top-down, Societal needs assessment. Their model can be used t o examine only if an individuals performance and can be used to document the process insufficiencies. The model is strong on the research methods and helps to collect hard as well as soft data (Anonymous, Models, n.d).Johnsons Training Requirements Model(Johnson, D. 1996, Take two classes and call me in the cockcrow the case for training wellness)Johnsons Training Requirement Model focuses majorly on the Training requirements planning. It does not focus on the performance problems. The model utilizes the Market plenty to identify the desired training programs. Based on the survey, the requirements are to be Defined and Analyzed. The evaluation continues with short-term and long-term feedback (Anonymous, Models, n.d).All the above models are used widely. Analysis and the collected data is used to provide soulution, this are the major purpose of the above mentioned models of needs assessment.Reason for Needs AssessmentThe major reasons behind using Needs Assessment are as followsGiv es us the information of what will be accomplished.Expected diversifys in performance.tactical solutions/requirementsEconomics refer (Stout, 1995)Any kind of developmental initiative needs a flock of money to be invested. Some organizations tend to implement a solution in a hurry without considering whether they are the correct intervention. This will result in heavy losses, especially if it involves huge majuscule or operational expenditures. Organizational development programs are one much(prenominal) solution that needs a thorough analysis before any intervention is carried out. A wrong solution can result in loss of lot of money and at times destabilize the on the job(p) atmosphere (Stout, 1995) act of Needs AssessmentAccording to Stout. D (1995) the needs assessment is carried out as a Four Step ProcessStep 1 Perform a jailbreak analysis execute a gap analysis is the first stepping stone in do needs assessment. Actual performance of the organization is checked and compa red with the theoretical standards set already. This step involves,Analyzing the current situationThe current goals, internal and away constraints, surroundings and knowledge of the employees are determined. In short as the same suggests it analyzes the current overall situation of the organization.The desired situationThe desired conditions for the organizational and own(prenominal) success needs to be identify. Jobs/tasks, the knowledge, skills and abilities required to attain that goal are the prime focus of this analysis.Gap between the current situation and the desired outcomes are identified once this step is completed. As we perform the GAP analysis, we look for the problems or deficits, impending charges, opportunities, strengths and different mandates such as regimen or foreign policies.SWOT analysis provides us with the Strengths, Weakness, Opportunities and Threats. Whereas, the PEST analysis provides us an insight into the Political, Economical, Social and Technologi cal factors (Stout, 1995).Step 2 Identifying Priorities and enormousnessThe next step begins with the analysis of the collected data. Depending on the importance of the need which was achieved by step 1 the concerns are prioritized. Example Legal mandates and follow effectiveness becomes a priority compared to the Executive pressures. We flummox to focus on those needs that have more value and will have a great impact (Stout, 1995).Step 3 Identifying opportunitiesMajor concerns and the development/improvement opportunities are indentified once the needs are prioritized. Solution for specific needs has to be analyzed in this step. This step involves a detailed investigation and analysis at the organizational and individual level. This step not only enables the organization to handle the current situation but also prepares it for the future (Stout, 1995).Step 4 Implementation of solutions and growth opportunitiesThis is the final step and it involves the writ of execution of the s olutions for the specific issues. Some of the solutions that can be implemented are,Training programPrograms such as one on one or gathering coaching, Mentoring, Classroom, Video teaching, Workshops, Active learning, Vendor course, CBT etc. are considered as alternatives for solutions.Organizational ontogenesis programOrganizational Programs include, Strategic planning exercises, Organizational restructuring, Performance management and effective team building are the different alternatives which are highlighted as solution alternates (Stout, 1995).Advantages and Disadvantages of Needs AssessmentThe table below summarizes the severalize advantages and disadvantages of major methods of assessing training and performance needs. The table below is used from (McCoy, McCoyTraining.com, n.d) which explains the advantages and disadvantages of different methods of needs assessment.MethodAdvantagesDisadvantagesOrganizational Documents nominate relevant, quantitative data debauched In de arly-won whitethorn built managementInvolvement Dont build employee function Not necessarily focused onHRD may not identify causes may not provide visibilityQuestionnaire and Surveys Reach many population in shorttime Build involvement Relatively garish Yield relevant, quantifiabledata that are palmy tosummarize namelessness may encourageHonesty Require time and skill todevelop Low response rates orinaccurate responses No hazard to clarify May restrict freedom ofresponse May use up to unrealisticexpectationGroup Inter fits Build involvement andsupport Provide relevant data Provide visibility May elicit mark topics notexpected On-the-spot sharing synthesis of different view Moderately time-consuming(but less so than individual wonders) Moderately expensive Difficult to conduct May be difficult to analyzeand limit dataIndividual Interviews Build involvement andsupport Allow for light Provide relevant data Easier to conduct than groupinterviews May bring on information tha twouldnt be brought up in agroup high-ticket(prenominal) in terms of timeand travel costs Require interviewing skills May be difficult to analyzeand quantify results May make interviewees consciousAdvisory Committees Build managementinvolvement and sponsorship Provide visibility cheesy Allows synthesis of opinionsof key decision-makers Can help identify resource time-consuming anddifficult to managelogistically Fails to build lower-levelemployee involvement Poor source of quantifiabledata May lead to groupthink orturf war comment of Work Situations Builds employee involvement Provides excellent informationwhen coaching an individual Builds your credibility Generates relevant,quantifiable data May provide excellent stories Requires a mean observer Does not involvemanagement Time-consuming May change performanceor be perceived as spying May be logistically difficultBenchmarking and Independent Research Learn from industry leadershipand competitors Can build your credibility Avail ability of free data oninternet Avoid rediscovering what is know Does not build involvement May not be directly relevant Data from differentorganizations may bemisleading Requires significantAnalysisTable 1 Advantages and Disadvantages of Needs Assessment, Adapted from Managing a Small HRD Department, by Carol P. McCoy. McCoy Training and Development Resources, 1993, p. 23.Needs Assessment as a tool for Consulting Practice and revue for Best PracticesMethods of needs assessment can be classified into seven main types, each of which can take many different forms in practice. The different types of needs assessment approaches are as followsGap or discrepancy approachReflection on action consort reviewObservationCritical incident reviewPractice review learnedness for needs (Grant, 2001)According to Grant (2001) partner review is rapidly bonny a favorite method for needs assessment. Grants report was accepted in 2001 by the National Center for Biotechnological Information. In peer r eview doctors assess each others practice and give feedback and perhaps advice about possible education, training or organizational strategies to improve performance. Internal, external, informal, multidisciplinary and physician assessment are the louver different type of peer review described in a good CPD guide. (Grant, 2001).However this peer review method for needs assessment comes with ample of drawbacks. Some of these drawbacks are mentioned belowDouble Blind system is rarely used due to its impracticality. Reputation of the author always have some impact on the way others judged the paper this is the most commonalty accusation made. An uncontroversial and poor paper create verbally by an found researcher pass the review process whereas an excellent paper written by a new and upcoming scientist can be spurned (Anonymous, Disadvantages of associate review, 2008).Editors posses lots of decision making power who are very well connected by the author and referee. At times th ese empowerment possessed by the editors is misused. Many times their lots of omission by the editors and therefore, editors are often accused of arbitrarily rejecting manuscripts before they reach their readers (Anonymous, Disadvantages of Peer review, 2008).Source of the researchers funding is one of the major conflicts of interest which needs to be spotted by the peer reviewers. However, the research is accepted if it follows all the researching protocols (Anonymous, Disadvantages of Peer review, 2008).Peer reviews have no grading system and different journals have their own standards. This makes it difficult to rank and judge the expertise and quality of the editors and reviewers (Anonymous, Disadvantages of Peer review, 2008).A consultant is hired by a company either during a time of distress or simply to improve an existing system. Very often it is due to the peer nature of the issue that an external source is required to solve it. A consultant has a lot of pressure to solve the problems that he/she has been asked to look into. A Needs Assessment provides the consultant with insights to what he/she is going to deal with.A thorough needs analysis is essential for a large-scale learning initiative to succeed. Needs assessmentconsultants will seamlessly work with your company to interview subject matter experts and other key stakeholders, diagnose the learning gaps and help you specify learning objectives that support your business goals.Consultation is a very tricky job. When a consultant is asked to address an issue, the credibility of that consultant is at stake. Since the money involved is high, an organization expects the intervention to work wonders for them. It is the consultants job to collect the required information by using a technique that suits the organization and also the issue that is dealt with.An issue can range from sales decline to rebellious employees to scandals. The test of choice depends upon the situation. A questionnaire can be us ed among the employees to get information about a sales drop, but a personal interview or focus group is required to address an issue such as a rebellion or a scandal.The best practices that should be followed by the consultants with regard to prove efficient and effective for its clients are as followsFirst of all the consultants need to familiarize themselves with the work environment and the finish of its clients before deciding on the method of research.The consultants need to have a different perception of its clients. Being bias would impact the performance and would muffle to analyze the problem effectively.While conducting interviews the consultants need to give enough stead to the informants so that they could gather as much information as possible. once the informants are comfortable the core of the problem could be identified.Proper encephalon mapping and stake holder analysis also gives a mop up picture about the client and may help in get along analysis of distor tion which may be the reason of the clients issues.The questionnaires should be easy to understand and should not lead to conclusions. In addition, the consultants need to avoid use of buzz words and should simplify the question for easy and better ground of the participants.I would like to conclude that needs assessment is one of the most important tools for the consultants as it helps for evaluate the situation and gives an insight of the organization. Needs assessment forms the foundation for resolving clients problems as it helps to reach the core of the problem kind of of artificial makeovers. The outcome of the consultants intervention has tremendous impact due to the approach, method or techniques used for needs assessment. It is the nervous system which helps to rectify the cause of distorted heart beat of the organizations body.