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Project Management Needs Assessment Paper

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Through this needs assessment, I was able to get many insights and useful information about this part of the operations of our organization. The staff in the Education division are not provided with opportunities for real technical development and training. This is based on the discussion I had with four employees participating in the project. The complained that need to participate in training activities that should help them in improving their performance. The general perception of the decision is that the work is very bureaucratic and the response to the clients, both external and internal, is slow. They provided some suggestions that can help them to get the best training programs like the participation in the programs offered by …show more content…

As part of the project, I wanted to learn the most needed areas or suggested courses that can help them to improve their performance; the common areas include Measuring the results of Education, Projects Economic Analysis for Education Projects Education Statistics and Indicators as well as, Planning for Education Sector. Also, they highlighted the importance pursuing certification related to project management like a certificate of Project Management Professional (PMP).
Furthermore, the assessment benefited from the competencies identified by the competency of a dictionary and stipulated in the job description as indicated in example included in Appendix B. The competency dictionary is an organizational document serving as a framework central piece in the development of the desired human resources infrastructure in the Bank. This framework can help the IDB to become a performance-driven and knowledge-based organization.
There are three key competencies identified relevant to work in the division. They are Bank Knowledge, Project Management, and Policies and Procedures. The first one perceived by the employees as the most important competency that should be each one working the division …show more content…

The identifying development needs should be a dynamic process. It is complicated, and it requires efforts and coordination with different stakeholders to achieve the results required. It is important to understand that conducting an effective development needs assessment is an important aspect of the field of human resource development (HRD). Sleezer, Russ-Eft, and Gupta (2014) highlight that manager utilize planning to anticipate issues and situations. One of the most important elements of planning is assessing the needs of their people to remain competitive and have the desired level of performance and productivity. The comprehensive needs assessment should help in identification of performance gap among

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After the completion of this 2 year training program, all former trainees will be given a short survey to measure their opinion on this training program. The purpose of this survey is to measure their reactions to this training program. The short survey will contain 3 questions that will be measured on a 4-point Likert scale, (1=Strongly Disagree) to (4= Strongly Agree). These statements will appear as the following: “I find this training program to be enjoyable”, “I am very satisfied with what I have learned”, “I feel very motivated by this training program.” Next, all former trainees will receive a 200 question multiple choice cumulative exam to measure whether or not they learned the material effectively.

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Business Assessment An organization must identify its core competencies and strategically align those competencies with its business objectives to achieve success. In fact, C.K. Prahalad and Gary Hamel explained in the Harvard Business Review that the most powerful way for an organization to prevail is for it to “identify, cultivate, and exploit the core competencies that make growth possible” (2000). Lockheed Martin has thoroughly aligned its competencies, business objectives, and key performance indicators, which has undoubtedly contributed to the corporation’s effectiveness.

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How can we improve the training? For training to be operative, it can't stand on its own, but should be part of an overall development strategy that results in creating an infrastructure of

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They have achieved such a success based on the way they have organized their operations. Competencies are very important for an organization to build up on their own. Competencies can be of two aspects namely core competencies and threshold competencies. A core competence can be identified as a unique set of skills or production techniques that deliver a particular value to the customer. A threshold competence can be identified as a quality that need to maintain by the organization in order to remain competitive in the market (Rohwedder & Johnson,

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UNIT DETAILS Unit name: Technology Management Class day :- Tuesday Unit Code: ADM80012 Assignment: 01 due date 27/03/2018 Name of lecturer/teacher: Jason Miller Students Family name Given names Student ID Thakkar Bhavikkumar Maheshkumar 101761502 Declaration and Statement of Authorship 1. I/we have not impersonated or allowed myself/ourselves to be impersonated by any person for the purposes of this assessment. 2. This assessment is my/our original work and no part of it has been copied from any other source except where due acknowledgement is made.

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Our success is measured in the confidence we gain, the improved team morale they foster, the conversations we no longer struggle to initiate and the conflicts they are able to resolve. The interpersonal soft skills employees are learning—and the insights they are gaining—form the foundation upon which they will coach and mentor employees to higher performance; and make informed business decisions; and lead our company through future industry challenges and market forces. (8 Critical Competencies Necessary for Frontline Leaders in the Wholesale Distribution Industry, n.d.)All of the leadership competencies in action have the potential to benefit the business and the bottom line. Competency-based learning is the basis for a leadership development program to change current knowledge, skills and attitude of our staff in preparing internal changes that directly influence joining up new business and continuous technical improvement. To fill the soft skills gap, management provide leadership training to potential employees to make incremental improvement for the benefit of the

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