IntroductionStaff training and development is necessary to the continuing achievement of any business. The process assists articulate people assets with firm’s core planned objectives and mission, which in turn adds up to competitive advantages. Staff development is a crucial part of modern human resource management and presents a structure for employees to improve their organizational and personal skills, capability and knowledge. In his book, Kuchinke (2010) has explained that the key focus of staff development is to foster the most advanced workforce, which can assist a business achieve its employment goals in the most proficient way.
This consideration has become a primary purpose of instituting staff development programs in modern business organizations. It is important to note that the structured, semi-structured and unstructured learning strategies play a key role of effecting specific learning strategies for developments and needs. HRDNI is human resource aspect that stands for human resource development needs investigation. It plays a key role of identifying gaps between current events and what should be taking place. It links HRD to strategic plan. It also identifies whether staff have enough skills and knowledge while minimizing resources wastage such as staff time.
It also maximizes potential benefits of the learning interventions. This report will analyze the use of HRDNI interventions in solving the problems within Finnish Bookstore. Finnish Bookstore needs to process their training program immediately they have their plans in order. They should ensure that the staffs are trained after every 5months. 2.0 Ways of Assessing an Organization’s Staff Development Needs 2.1 Systematic Review of Employee Development NeedsEffective organizational management requires continuous and systematic review of employee development needs.
Development needs of workers should be evaluated in the perspective of an organization’s tactical goals to make sure that employee competence is in line with an organization’s mission. McDowall and Saunders (2010) have explained in his article that employee development programs can be appropriate when an organization expects to gain more benefits from the training than what is invested in the training programs. 2.2 Performance Review Analysis The process of identifying employee development needs requires careful analysis of mission objectives, production process, personnel, resource requirement and other costs. A key to determining the development needs of employees is through performance review analysis.
Performance review gives opportunity for employees to identify any skills, knowledge and abilities that may need to be developed further. In this regard, it is important that human resource managers and employees work together to ensure that the right skills, knowledge and abilities are identified (Tharenou, Saks and Moore 2007). 2.3 Examination of Performance RatingsAnother important mechanism for assessing development needs of employees is the examination of performance ratings. It is important that supervisors and employees evaluate ratings about performance to identify those areas whose achievement is below expectations.
It is also important for the supervisors and employees to focus on those areas whose achievement is satisfactory but would benefit from additional development and enhancement. Examination of performance ratings can help the Finnish Bookstore management decide which tasks created more difficulties and what steps should be taken to rectify the situation. Human resource heads can also access staff development needs by discussing performance weaknesses with employees. In this case, it is important for the employees and the supervisors to reach agreement on which areas are most important to develop and the resource requirements for effecting the development (Yeung and Bob 1997).