Needs Assessment
It is imperative to have a focal point to which one can excel from. To conduct a
successful training program on sexual harassment in the workplace, one must ensure
every obstacle will be resolved prior to launching an imperative training. “Needs
assessments are done to gather the kinds of information that instructional designers need
to make good decisions” (Rossett, 1990). To overcome the impetuous obstacles that a
trainer faces when creating a needs assessment involves effective communication and a
purpose for this particular education, organizational support, and adequate expertise. In
order make good decisions a trainer needs to seek information regarding: “the details of
optimal performance, details of actual performance, feelings of workers, supervisors,
experts, etc., causes paired with solutions” (Rossett, 1990). To accomplish each of these
tasks, the needs assessment provides a foundation to solidify and gain acceptance of peers
and colleagues alike. Therefore, according to Werner (2011), a need can be either a
current deficiency or a new challenge that demands change in the way the organization
operates. With the use of successive techniques, the several stages in the process of a
needs assessment will be achieved with criteria that allow employees to gain knowledge
and awareness on the subject at hand, sexual harassment.
Brown (2002) states conducting needs assessment is fundamental to the success
of a training program. Training is beneficial to an organization when employees are
expected to gain and take away the lessons learned and apply it to their daily tasks.
According to Brown (2002) there are four main reasons why a needs assessment must be
done before training programs are developed. The four main objectives are as follows: To
identify specific problem areas in the organization, to obtain management support, to
develop data for evaluation, to determine costs and benefits of training. Therefore, when
to eliminate differences, let’s explore the aforementioned methods used to eliminate
barriers to improve productivity and to fulfill the organization mission.
To identify specific problem areas in the organization
A gap analysis should be performed to “check the actual performance of our
organizations and our people against existing standards, or to set new standards”
[CITATION Rou96 \l 1033 ]. Identifying issues and creating solutions is an imperative
part of the process in helping to effectively communicate and convince management the
concept of a needs assessment. Further, a needs assessment, if executed properly, will be
in alignment with critical behaviors and weaknesses in areas where lacking; with the
implementation of the training program, this will eliminate any discrepancies or gaps
required for the workforce. Also, a trainer must clearly specify the facility’s current
condition and the desired/necessary condition.
To obtain management support
