Training And Development And The Role Of The I/O Psychologis

Training And Development And The Role Of The Io Psychologistin This A

Training and Development and the Role of the I/O Psychologist In this assignment, which continues to build on last week's assignment, you will create a mind map identifying the steps in the training process for a CRM program to help you understand the important role training plays in an organization. It further helps you understand the importance of training as you explore how training is designed, delivered, and measured for success. Topic: Job level Write a 200-word paper in which speculate on the following: How was the needs assessment conducted? No Plagiarism Use Citations and References.

Paper For Above instruction

The needs assessment process is a fundamental initial step in designing effective training programs, such as for a Customer Relationship Management (CRM) system within an organization. This process involves systematically identifying gaps between desired performance and actual performance, ensuring that training efforts address the specific needs of employees at various job levels. Typically, needs assessments begin with a combination of data collection methods, including surveys, interviews, and performance evaluations, to gather insights from employees, managers, and stakeholders about existing skill gaps and areas requiring improvement (Goldstein & Ford, 2002). For example, HR professionals and Instructional Designers may conduct surveys to solicit employees’ perceptions of their training needs, while interviews with managers provide contextual understanding of job-specific requirements (McGehee & Thayer, 1961). Additionally, performance data analysis helps pinpoint performance deficiencies linked to lack of knowledge or skills. Often, a task analysis is performed to break down job functions and determine critical skills necessary for effective performance (Kirkpatrick & Kirkpatrick, 2006). For a CRM program, the needs assessment would likely involve evaluating employees’ current familiarity with CRM tools and sales processes across different job levels. This comprehensive approach ensures that training programs are tailored to enhance employee skills and organizational outcomes effectively.

References

Goldstein, I. L., & Ford, J. K. (2002). Training in organizations: Needs assessment, development, and evaluation. Brooks/Cole Publishing Company.

Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating training programs: The four levels. Berrett-Koehler Publishers.

McGehee, W., & Thayer, P. W. (1961). Training in business and industry. John Wiley & Sons.

Noe, R. A. (2017). Employee training and development. McGraw-Hill Education.

Saks, A. M., & Burke, L. A. (2016). Learning engagement and employee performance. Human Resource Management Review, 26(1), 1–14.

Russ-Eft, D., & Preskill, H. (2007). Evaluation in organizations: A systematic approach to performance measurement. Routledge.

Watkins, K. E., & Marsick, V. J. (1993). Sculpting the learning organization. Organizational Dynamics, 21(1), 5–22.

Davis, T. R. (2010). Strategic training needs assessment. Performance Improvement Quarterly, 23(4), 59–67.

Baldwin, T. T., & Ford, J. K. (1988). Transfer of training. Human Resource Development Quarterly, 1(3), 81–106.