Reference no: EM132204622

For this discussion, we will examine the importance of conducting a needs assessment prior to the development and implementation of a training program. All too often, HR and Training and Development professionals bypass this first critical step, typically due to pressure from stakeholders to run training programs in a specified time frame or a lack of resources such as time, budget and available individuals with assessment expertise. Please read the article, ‘Seven Cures to Skipping the Needs Assessment’ (T&D, March 2010), and develop your main response based on the following questions:

How can an HR or Training and Development professional influence a manager or stakeholder who wants to implement training without conducting a needs assessment to invest adequate time and resources in doing so?

Consider the importance of applying the concept of WIIFM (What’s In It For Me) here in terms of obtaining the appropriate support for the value of the needs assessment by positioning it with the stakeholder’s WIIFM in mind. What key questions should an HR or Training and Development professional be prepared to address during a needs assessment? What responses should one have in his/her "toolkit" for handling objections regarding conducting a needs assessment?

How can an HR or Training and Development professional make and be able to articulate the important connection between the benefits and advantages of a training needs assessment and the organization's short and long-term business needs and outcomes?