Training and Development
June 24, 2013
The organization I chose to evaluate was in fact my own work place the Macon County Parks and Recreation. As it stands the Macon County Parks & Recreation's primary mission is to create a fun, safe, and nurturing environment for which people of all ages can grow, benefit, and enjoy the quality of life through diverse recreational and leisure opportunities. I can’t help but feel that at this time our organization isn’t meeting its full potential. Hopefully after conducting the training needs assessment and taking productive steps will help our organization reach its full capacity.
“The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities needed by an agency's workforce to achieve the requirements. An effective training needs assessment will help direct resources to areas of greatest demand.” (OPM.gov, 2005) “In many ways, the needs analysis is like detective work; you follow up on every lead, check every piece of information and examine every alternative before drawing any solid conclusions. Only then you can be sure of having the evidence on which to base a sound strategy for problem solving.” (Saleem, 2007)
The components of the training needs assessment that I chose to use are questionnaire, interviews, and observation. The first component I started with was the questionnaire. “The key advantage of a questionnaire is that you can include every person from whom you want input. Employees can complete the questionnaire when and where they choose. You need not travel and spend time with all respondents. Every employee is asked the identical questions, and consequently data is very easy to compile and analyze. Questionnaires can be useful in obtaining a ‘big picture’ of what a large number of employees think while allowing everyone to feel that they have had an opportunity to participate in the needs analysis process.” (Saleem, 2007)...