How A Needs Assessment Is The Gaps Between Current Conditions And Desired Conditions?

In addition, the company also concerns social needs which hope the employees have belonging feeling. For example, the company holds different interesting clubs to encourage employees to gather and share the hobbies in holidays, e.g. hiking club, biking club, running club etc. Apart from these clubs, the company also organizes annual dinner in order to offer a chance for different departments gather together in a relax atmosphere. The forth level is esteem needs. The company would reward those outstanding performance colleague though global announcement intranet system, which can strengthen employee’s confidence and create higher motivation to achieve good result in company. The last level is self-actualization, it may focus on top management how to achieve beyond its capabilities, for example, they can enjoy the bonus based on company’s profit.

An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’ individual needs. A needs

In step one, Rossett (1987, 1985) suggests that there are three typical situations that initiate the needs assessment process:

IDENTIFIED AND EXAMINED THE NEEDS AND EXPECTATIONS OF CUSTOMERS, COLLEAGUES, STAKEHOLDERS AND RELEVANT OTHERS IN THE WORKPLACE.

The purpose of this paper is to describe a selected organization or workgroup that has

According to Lepak & Gowan (2010), needs assessment identifies the gaps that exist between what employees should be doing and what they are actually doing, and it can narrow and fill these gaps based on supporting company’s strategic goals and adding values to the company. In Lepak & Gowan (2010), three analyses should be carried out step by step to locate the gaps among the company’s management structure from top to bottom: (1) organization analysis: determines a company’s progress toward achieving its goals and objectives; (2) task analysis: identifies

I’m not naïve and I don’t expect our students to stop, but I do want students to be safe. And I also want our students to not feel pressured. They should feel comfortable in any social environment, and not forced to drive to ‘fit in’”.

Any new employee need to be oriented which is done through training, even though it is a small company. One of the purpose of training is that the employee can learn their tasks and start effectively. The main of performance management is to identify training needs and areas where employees need to improve on. Day-to-day employee performance management is an important part of managing employees. It is done through setting goals, communicating expectations, providing feedback to employees based on their performance (Bilton 62). Brown said that much of day-to-day management is done by junior

There was a coordination and collaboration among all departments in the organization that resulted in faster accomplishment of tasks. Also, the goals of the organization were clear for the employees and they were always stressed by their managers.

Information and Education-desire to educate the employees more about the aspect of the business and understand the management practices.

Employees require motivation, reward and encouragement for maximum productivity. Punishment to workers not performing is also mandatory to prevent cases of poor performance. Ethical considerations must be looked at and employees must follow rules and company policies for plans made by management to be successful. Workers and management relate like a family and this has enabled the company perform to its expectation. These plans are aimed at ensuring total customer satisfaction and delight.

Since a common goal of business is to achieve sustained high level of performance, it is important for companies to pay close attention to its employee’s mindset, and conduct the best way to motivate them. There are several factors that can affect employee performance such as goal setting, possible opportunities, working condition and reward system (Whetten & Cameron, 2005, p. 24).

The literature review, explain the theories which are related to the case study’s problems in order to the motivation and satisfy employees’ needs. There are three important theories include; organizational motivation justice, Maslow’s hierarchy needs theory, and expectancy theory.

The success of a corporation has been traditionally tied to how well the managers execute the roles of leading, planning and controlling. One of the key components of the controlling aspect of management is the evaluation of the people that they are managing. The function of this process involves monitoring performance goals and has management taking corrective actions when necessary. Performance evaluations can be described as the measurement of the performance of an employee related to defined measures, using an applicable performance goals and appropriate criteria that relates to the employees work in question. This paper will review the engineer’s evaluation in the given case study.

Need is defined as “the gap between current results and desired results-not gaps in resources, methods, procedures or means.” (Kaufman, 1992) Hence, the management focuses on the organization’s priority, which is the ‘What’ issue. It is important to identify the correct need to prevent wasting resources fixing the wrong needs.