Types of Needs Assessment and the Needs and GAP Analysis
Instructions:
Answer the following questions regarding how data drives decision making when identifying performance gaps and training needs. The purpose of this activity is to help you understand some of the key concepts covered in this week's lesson. Please answer the questions below; read carefully and answer completely to receive full credit. I am looking for how thorough you answered the question, how well you presented your information, and how clear you were.
Although there is not a required wordcount, content matters - you should target a word count of 500+ to ensure you adequately respond to the questions below.
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Question(s):
1. Compare and contrast two common types of needs assessment, including the benefits and challenges of using each.
2. In what ways are the needs analysis and GAP analysis similar? How are they different? Is one more important than the other in your opinion?
3. Critical thinking question: An independent hotel (not a franchise), located in a competitive market, needs a comprehensive management and supervisory development program and employee skills training. The learning and development department is tasked with providing a solution as soon as possible. Retail skills are critical in the workforce, and to the operation, because of their on-site restaurant, spa and gift shops provide a good portion of revenue, which has been declining. Due to the immediacy of the training request, what is the best and first action the HR director should take? Make your selection and explain your answer in detail. Remember, to think critically about the question, and consider what information you have, and the best solution provided.
a. Outsource this task to a consultant who can quickly offer basic courses on time management and effective communication.
b. Assess organization-wide training needs and team with management to prioritize based on ROI.
Gather executive leadership to solicit their input on topics.
d. Focus on team building.
4. Considering the above question, let's look at a simple calculation. The hotel above estimates potential training costs per employee to be $1200 dollars, including materials, facilities, time spent for each employee, and development. Annual profit at its lowest point has been $3500 per employee in sales. The goal is to increase profit by $800 per employee above its previous level before the decline at $4500.
a. What is the projected or goal for increased profit?
b. Considering training per employee, what will the ROI of training be if training is implemented, using the provided formula in the lesson? (Hint: Future benefit would be increased profit)
c. Is training employees worth it in this situation considering the ROI? Why?
Professor Name
Course
Due Date
Need Assessment and Return on Investment
Type of Needs Assessment
Two common types of need assessments are job analysis and performance analysis. Job analysis is a need assessment conducted to determine the best way that a given task should be carried out. In line with this, a job analysis identifies how a given task can be broken down into teachable parts. The benefits of job analysis include providing a concise understanding of what is required to perform a job or task successfully and helping ensure that training is targeted to specific job requirements. However, challenges include that it can be time-consuming and costly to conduct a job/task analysis for every job in an organization and there may be challenges in the assessment of soft skills.
On the other hand, performance analysis involves the analysis of employee performance to identify potential areas of improvement. The analysis helps to determine the extent to which the employee's dismal performance can be improved through training. The benefits of performance analysis include that it provides a more comprehensive understanding of what is causing performance gaps and helps ensure that training is targeted to specific performance issues. However, challenges include that it can be difficult to determine the underlying causes of poor performance, and it may not always be clear whether training is the appropriate solution.
Need Analysis and GAP Analysis
Needs analysis and GAP analysis both focus on identifying areas for improvement. Needs analysis is conducted to identify opportunities for improvement so that the organization can move from the current state to the desired state, while GAP analysis reveals the gap between the real performance and the wanted performance. The main difference between the two methods is...
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