General Methods of Documentation (How?)

General Methods of Documentation. (How?)

Use of Information;

Employees responding to questions about effectiveness may fear that the information will be used against them. They may fear a change in compensation, a restructuring or elimination of their jobs, or a negative personnel evaluation with attendant losses of promotion or pay. They may distrust the analyst’s ability to keep the data safe from the eyes of their supervisors.

Cause and Effect:

Many analysts find it difficult to disentangle cause and effect. For example, a poor-quality product may be the result of a lack of knowledge on the part of employees, poorly designed work procedures, or even rumours about a pant shutdown.

Cost Benefit:

One study has determined that a majority of firms do not use formal needs assessment. People who work in training and development claim that they are not rewarded for taking the time (and Money) to conduct needs analysis. Mangers seem to feel that they should use training resources to train. They may also feel that they can accurately identify training needs and that more analysis is a waste of time. Managers may even have their own agendas, such as rewarding employees by sending them to exotic locations for training. These managers may resist interference by the “personnel department” in management decisions. As HR practitioners become educated and certified in their profession, the importance and application of front-end analysis may increase.