Blog:
What is the most important concept you have learned in this course? How do you feel about it?
The most important concept that I have learned from this course, WFED 573: Needs Assessment for Workforce Development Professionals, is that organizations CAN fix their problems by using a needs assessment. This blog question makes me reflect on the organization that I work for. There’s a norm that certain processes exist and operate the way they do because “this is how it’s always been.” When processes are not working as desired, there’s this belief that the undesired processes/situations are okay because “this is how it’s always been.” I now know that when I’m faced with situations like this where people say “this is how it’s always been,” I know that I can bring in what I’ve learned about needs assessments (such as the question “why?”– something I’ve learned from this class — root cause analysis).
I know now that processes can be changed so long as critical success factors are present, such as support from management. To change a process that is not working well, I know that I can resort to a needs assessment in order to identify the current state, the desired state, and how to get from the current state to the desired state. I have a good level of understanding and skill to know how to apply the principles of needs assessments to situations in my real life, specifically at work.
In looking at my previous blogs, there’s nothing that I would change. However, I’m happy that I have my blogs to look back on when I’m in the future facing a situation that would benefit from a needs assessment. I can now identify when a problem/situation could benefit from a needs assessment (which is pretty much any situation where the current state is undesirable), and I know where to look to identify what approach is best (whether it be informal or formal). In short, the concept that I learned is that an undesired situation CAN change to a desired situation.
Blog Assignment: Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.):
Based on the Leadership and Professional Development Competency Self-Assessment provided in our Lesson 07 Competency Based assignment, the three most important competencies that I would like to improve upon are: 1) Interpersonal Relationship Building, because I scored a 2 on both Importance and Development Need; 2) Management Controls, because I scored a 1 on both Importance and Development Need; and 3) Leading Change, because I scored again both a 2 on Importance and Development Need. I think my low ratings are the reason for improvements.
— All this being said, the exemplary performers (related to the competency areas where I’m lacking), are my new boss, Stephen, and my old Lead/Supervisor, Kara. These two individuals are very good leaders to me and support me when I run into obstacles, such as needing the right resources to complete a demand/project. They get along with everyone, and because of that I believe that they have good Interpersonal Relationship Building. I also think they are exemplary with Leading Change because they have been in leadership roles for several years, and have helped lead their staff (including me) when faced with organizational changes.
Part II: Leadership and Professional Development Competency Self-Assessment
Based on the Leadership and Professional Development Competency Self-Assessment provided in this assignment, the three most important competencies that I would like to improve upon are: 1) Interpersonal Relationship Building, because I scored a 2 on both Importance and Development Need; 2) Management Controls, because I scored a 1 on both Importance and Development Need; and 3) Leading Change, because I scored again both a 2 on Importance and Development Need. I think my low ratings are the reason for improvement.
• Assignment: Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
Per the International Board of Standards for Training, Performance, and Instruction (2005) as noted on page 146 of Gupta’s text, “A Practical Guide to a Needs Assessment,” the definition of a competency is: “a knowledge, skill, attitude, or behavior that enables a person to perform effectively the activities of a given occupations or to function to the standards expected in employment” (International Board of Standards for Training, Performance, and Instruction, 2005). This being said and in reflection of my own personal career goals, the three most important competencies that I would like to improve upon are:
– Group facilitation – such as improving upon organizing tasks and responsibilities; time management.
– Presentations – such as improving upon public speaking skills, work on body language when in front of groups (show enthusiasm and positivity; don’t appear nervous).
– System integration testing – improve upon creating test cases, setting up data to, identify when additional resources are needed.
Reference
Gupta, K. (2011). A practical guide to needs assessment. John Wiley & Sons
Blog Reflection 3: What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
For me personally, I think the primary ethical challenge would be “responsibilities for the general and public welfare” as indicated in the American Evaluation Associate, Guiding Principles (Gupta, pp. 260). I say this because I think the point of conducting any kind of research is for the greater good. However, there are many primary ethical challenges that we all might face in conducting needs assessments, and there are other guidelines to look to when determining how to overcome them. For example, when dealing with ethical issues, one can refer to the Program Evaluation Standards and the Guiding Principles for Evaluators (Gupta, pp. 256-260).
Blog Reflection 2: Below are my thoughts on what I perceive to be my own performance gap related to conducting needs assessments:
A performance gap that I have in creating a needs assessment is that I am not a subject matter expert (SME) in performing needs assessment. I do not know how to decide which model is the best model to use when starting on a needs assessment. This means there might be times where I might choose a less-than-perfect, or not the most appropriate design. In order to bridge my performance gap, I just need to practice performing needs assessments. With practice, my performance should improve.
As part of week 7, we were asked to take the Penn State competency model inventory and identify three competencies that we want to improve. Below are the three competencies along with the reason why.
Written Communication – communicates effectively in writing; can critically review and comprehend information written by others
Reason – Without getting into all of the details, it is very difficult for me to proof my own work. My writing style and level of writing I have is sufficient for my professional level. However, it is often a challenge to make sure the writing is void of spelling and grammar mistakes. This is something I would like to get better at.
Planning and Evaluation – establishes policies, guidelines, plans and priorities; plans and coordinates with others; aligns required resources; monitors progress and evaluates outcomes; improves organizational efficiency and effectiveness
Reason – This is a competency that I would love to continue to get better at. My specialty is HR Operations and I would benefit from improving these skills.
Teamwork and Cooperation – demonstrates and fosters cooperation, communication, and consensus among individuals and groups
Reason – This is a very interesting competency for me as I am often brought into situations as a Subject Matter Expert (SME). As a result, often when I express an opinion, it is viewed as the right information, and others will not vocalize their alternative thoughts. Continuing to grow in this competency would allow me to work to get those whom I work with to express and act upon their opinions.
Ever-changing policies, procedures, best practices, and regulations do make mastering industry-wide technical competencies very challenging. Your observation about the Internet playing a primary role in recruiting is an accurate one; even where I am employed things have advanced quickly. Five years ago, the HR VP and the company CEO would have balked at the idea of having a team of recruiters set up an agency presence on Linked In, Twitter, Facebook, Monster, and Indeed. But guess what? In 2012 they did it and now we have recruiters regularly holding virtual job fairs. It started out slow but in the past 18 months it has become very fruitful. Realizing the growing dependency and integration of technology into all sectors of the HR field is what compelled me to add an IST minor to my degree program. Perhaps you could consider doing that or just completing some IST classes that would improve your skills with some of the automation and programming that is becoming more prevalent in the HR field.
Response to Karen L Masullo:
I actually wasn’t too surprised that decisiveness popped up as a competency that I need to focus on. I fall into the same trap as you described: not fully trusting my judgment and instincts about my knowledge so I can’t stand firmly on a decision—I keep analyzing and reconsidering until I get frustrated. I’m not sure what we can do about developing our decisiveness but maybe the root of the issue is that we’re really just unsure that we know what we know. Does that make sense? For instance, I know what my organization’s procedure is for dealing with ADA-related equipment requests; yet when someone asked me today about it and I rattled off the response—which was accurate—I found myself looking up the procedure just to make sure I was correct because I doubted my own knowledge. After I reviewed the procedure, I felt silly for questioning myself. Another possibility is that we just doubt that our first decision is the absolute right way to go; consequently, we waste time and effort exploring other options only to return to our original decision. I guess the only way to overcome this is to just learn to trust in our ability to solve problems effectively and recall information accurately.
Response to jml586:
A (former) manager in my department shares in your apprehension with conflict. Unfortunately, she went too far in her avoidance behavior and became ineffective as a manager. Work was not getting done on time by her “problem” employees so our VP was fielding complaints from other department managers because of missed deadlines for promised deliverables. She was removed from that role and now the interim manager has her hands full trying to improve their performance to bring them to the level as the other members of their work team. I took a class in World Campus on conflict management that provided some tools from both the management perspective and the co-worker perspective that I’ve found helpful. My employer also provides a two-day seminar-style class on conflict management tools that a lot of people found useful. Perhaps something similar would be helpful to you, though I think a lot of what you feel is just based on your own personality and character. Everyone wants to get along well with co-workers, supervisors, and subordinates and not too many people are really comfortable with confronting problem employees. It’s just something you get used to eventually because it has to be done.
rub245
Response to mlt240
To gain ground on both strategic thinking/ planning and interpersonal relationship I would suggest you mentor or coach someone. This relationship will help you develop the planning aspect by way of him/her and build your ability to create interpersonal relationships. Also, improving your competency on resource usage is best by practice, knowing how to delegate responsibilities is something you can develop by leading team projects.
rub245
Response to Karen L Masullo
These are also competencies I struggle with, in and out of work life. What I realized a while ago is changing the way you process thoughts is close to impossible. So if you cannot conceptualize thoughts, find a way how you can make your thought process work for your benefit. Regarding decisiveness, if are aware that your original instincts are always spot on, you should just go for it from the beginning instead of mulling over different ideas. Technical competence is tricky, technology is changing fast, and just give yourself time to keep up with it.
jml586
Both ALE5150 and DLH311 mentioned wanting to become more proficient in the HR field overall and improve technical competence. I think we’re all well on the way with this competency as we’re pursuing higher education. One other way to improve in this area is some of the continuing education through courses offered by SHRM or through the Human Resources Certification Institute.
tlm415
Response to mlt240:
I agree with your assessment that interpersonal relationship building is an important competency to possess in order to leverage networks and advance in your career, but it is also an important competency in management and leadership. Interpersonal relationship building is defined as considering and responding appropriately to the needs, feelings and capabilities of others as well as building trust within relationships. In my experience an effective way to achieve this is to expand upon the skills of emotional intelligence. Emotional intelligence is the ability to know, understand and respond to emotions, including stress, which when done effectively can build relationships and create trust. I highly recommend the book Primal Leadership by Daniel Goleman for more information on this concept.
Response to Karen L Masullo
You identified technical competence as a competency area you would like to improve upon; I think this is an important competency that often gets overlooked. Technical competence includes being proficient in the various technologies required for a job, unfortunately too many employees are not technically competent with the technology required to perform their jobs and it leads to a lot of mistakes and frustration. The good news about this competency area is there should be several resources your company offers to aid in improving this competency, if there are not already established training courses for certain technologies your company utilizes a simple needs assessment could showcase the necessity for such training.
tlm415
After taking the Leadership Competency Inventory there were several competency areas identified that I could use improvement in. The three most important for effective development for my career would be leadership and coaching, financial management and budgeting, and strategic thinking and planning. Leadership and coaching is the competency area I would most like to improve upon, especially the area of empowering, motivating, guiding and coaching others; the main goal for my career is to become an effective and competent leader and in order to achieve this I must master this competency. The competency areas of financial management and budgeting and strategic thinking and planning are important areas for all HR managers to understand; in order for me to appropriately develop in my career and become a strategic partner in any business I need to understand these concepts and how I, and the department I run, can effectively contribute to the achievement of the organization’s goals. I do believe that some aspects of these three areas can be taught but I think true mastery of these competencies comes from experience, which I hope to gain as I progress in my career.
jml586
Three competencies that I would like to improve upon are: conceptual thinking. I think of myself as a very linear planner. My experiences in the Army prepared me to think in a very step by step manner and I sometimes wish I could incorporate more creative ideas into my work. Technical Competence is an area in which I am currently improving myself, through the pursuit of a Master’s degree. I will also be taking the PHR certification in the next two years in order to continue improving on my technical HR skills. The final skill that I believe I could improve upon is conflict management. I struggle internally when I must confront problem employees, and find that the conversation weighs upon me for several days. I’d like to learn some additional skills on how to manage these conversations so that I don’t feel as burdened.
mlt240
Some competencies I think that I would like to develop are : Strategic thinking and planning, interpersonal relationship building, and resource usage. I think it is never bad to be an excellent strategic thinker/planner. It is a competency that I feel is useful in many fields and situation and I would like to be better at it. I tend to always feel slightly apart, so I feel interpersonal relationship building would be helpful to me in regards to networking with the correct influential people to get what I need done. Lastly, resource usage is something I generally do not spend much time on. Perhaps this is because I am new to my organization, and the training was not particularly thorough. I feel like I could be more effective if I knew all the resources at my disposal. I feel I waste quite a bit of time looking through my company;s database for key pieces of information and that there are certain reports or people that I could utilize to find and answer or solution more quickly.
Karen L Masullo
In response to dlh311’s post and one of the competency needed to improve being resource usage, I can offer the following suggestion-ask questions. I find that if I ask questions of those who know at work-and have asked for help within the ANGEL system at PSU, I am more aware of what system to use for what I want to do, and also what the system can’t do. I find that if I have to install something, than things get a little more difficult.
In response to ale5150’s post and competency needing improvement being the ability to understand systems used to recruit, I took a course on systems- based thinking that showed me a new way to look at complex systems and the big picture. I would also advise you to take any tutorials you can find for the systems you are trying to learn and understand. Also, ask questions if you find anyone who knows what you are trying to understand.
Karen L Masullo
The three competencies I would like to improve upon after taking the Leadership Competency Inventory are: Conceptual Thinking, Technical Competence and Decisiveness. Regarding conceptual thinking, I sometimes have trouble conceptualizing and using reasoning in coming to a decision. I recently took a course at work on systems thinking and found it very insightful-that is thinking in ways that look at the entire system. Decisiveness I have trouble with on occasion in that I sometimes don’t trust my judgement and tend to go up and back on a decision, when my original decision would have been the best way to go and faster also. Technological competence is something I find I have issues with, and I find it may take me a while to figure it out, like figuring out how to upload the videos for this class.
ale5150
As an emerging candidate for the HR field, I would greatly like to improve on many aspects particularly upon industry-wide technical competencies, negotiation skills (a more job-specific technical competency), and my ability to understand the various systems used to recruit our candidates.. To be effective in the HR world today, these three core competencies are essential, and I need to understand them more fully. The industry-wide technical competencies aspect of things is always growing and changing, with laws being passed each year and new policies and procedures to adapt to. I want to be in front of this and be able to know, or have the means to know, all that I can so that I can be more of an asset to my employees, company, and the other HR personnel around me. Negotiation skills are also essential for HR personnel to have, so that we might be able to acquire the best employees available while providing them with the best benefits. This can be a great asset to potential employees as well as to the company, because without negotiation skills, HR personnel could simply give a potential employee all he or she is asking for, corner office, large salary, great benefits, personal assistant, etc…; or with proper negotiating skills, it could be more even for both parties. This skill is one of many job-specific technical competencies to work on in the HR field. I would also very much like to improve on the understanding of various complex systems. I have seen first hand how much of recruiting has gone to the way of the internet. While I am not completely comfortable with that, yet, I would like to learn and adapt to the change in recruiting styles to be of better assistance to an organization when an employment need arises.
dlh311
After completing the Leadership & Professional Development Competency Self-Assessment, I determined that the three competencies I need to improve on are technical competence, resource usage, and decisiveness. Each time we have to post something to this blog, I’m reminded of my need to develop technical competence as I can never just log in and do it. I have to spend about 5 minutes re-orienting myself to it.
What are my perceived gaps related to conducting needs assessments?
Well, I have not done a formal needs assessment before. I have been involved in focus groups and participated in surveys. But I have not been the one to conduct them, administer the process, or analysis the data.
This class will be a great help in understanding the basis’s and fundamentals of the process. This will also help me in other classes I am taking such as HRER894 Research Project.
I am so looking forward to learning more about the actual process of the assessment.
msr244
Hi everyone – look forward to the class. Here’s my blog page. Thanks, Mike
Here is my blog URL. I hope this is correct. I feel like I have posted this a number of times in a number of different places.
Thank you everyone and I am looking forward to this course!
Here is my blog URL http://sites.psu.edu/wfed573chilson/. This course will be a great learning experience me – I look forward to the challenges that lay ahead.
Crystal
I think the first thing that I would like to improve upon would be Oral Communication, especially when it comes to recognizing achievements. I don’t tend to need a lot of “Ata girls” personally, and so it’s not something that I naturally do. More often, I find myself pushing people too hard, when acknowledging their achievements could get me the results that I am looking for.
The second competency that i would like to improve upon is Leadership and Coaching. I am a systems and models person. In my current position, I am responsible for teaching and training these systems and models to new employees. I am also responsible for holding them accountable to the systems and models. I find that people tend to “get creative” and try to “plus” the models. Instead of jumping right into telling them why they are wrong, I want to work on asking better questions, so that they can figure out for themselves why sticking to the original model will allow them to achieve the results they want.
The third thing that I would like to improve upon is Vision. I think this is also linked to communication. I would like to get better at sharing success stories! We have so many, but I don’t think I am doing a good enough job communicating those to others, who could be motivated and inspired by those successes. By improving this, it would also help validate the success of our systems and models, and maybe people won’t try to get too creative!
azm230
3 Competencies to improve Upon:
Self Responsibility and Management. This competency is important in my work place because the support staff tends to have two modes of conduct: either the “I need to micro-manage them because they won’t follow through” or, to the second competency I want to mention, Teamwork and Cooperation “that’s not my job” mentality. Depending upon the critical level of the project, the staff vacillates between not accepting responsibility or being frustrated that management micro-manages them. Judgment also plays a role here, as some of the staff are simply unable to ascertain the importance level of some tasks. So I encourage them to speak up and ask questions if they are uncertain about their role or the timeline placed on the task. The third competency I would like to improve upon is Job-Specific Technical Competencies, simply because our department strives to cross-train its staff as much possible as we are already a skeletal crew. This competency is also vital to improving the overall skills of the staff as well as their confidence level in all they do.
The three most important competencies I would like to improve on are:
Oral Communication – I am a good communicator one-on-one, I do not believe I need any major improvement in that area. I am comfortable presenting, and people tell me I am a good presenter, however, I believe I should refine my presentation skills in front of groups to be better positioned for the next step in my career. I get especially nervous when presenting information to people in higher positions than me, which is something I need to learn to manage.
Influencing and Negotiating – Human Resources is all about influencing and negotiating without others realizing you are doing so. I would say I have good skills here, but I need to have great skills to make my life easier, and to be ready for the next step in my career.
Strategic Thinking and Planning – At this point, the strategic plans are usually communicated to me after they are already set. I do have some influence on them, but very little. I would like to at least observe the strategy planning meetings to better understand the process, and be prepared for when I actually have a seat at the table in my next position.
I think the 3 major competencies that I would like to improve upon would be:
Industry-Wide Technical Competencies – demonstrates knowledge, skills, and abilities needed within the industry of context (e.g., manufacturing, hospitality, financial services, education, healthcare, transportation, etc.) and stay up-to-date with the changes and developments in the industry
Financial Management and Budgeting – understands budget process; prepares and justifies budget; monitors expenses; manages profit/loss ratios as appropriate.
Strategic Thinking and Planning – advocates and participates in strategic planning to define and achieve organizational goals…..
There are various technical requirements within the printing and packaging industry that I am not familiar with. This includes terminology, processes and systems.
I have historically not had a lot of exposure to the financial and budget information. With recent leadership changes I have access to this information now and so I need to begin to understand this information and utilize it.
Again historically I was not involved in the strategic planning process. Now I have to learn to adapt my thinking and processes to align with the strategic focus of the organization.
ezb157
Three competencies I would like to improve upon on are oral communication, written communication, and job specific technical competencies. I have close to zero real world experience in HR. Any chance I get I try to gain knowledge in everything HR. I believe that my roadblock is not having the opportunity to apply that knowledge to a real world scenario. I like to think that my writing skills are excellent however I don’t feel comfortable, maybe even confident, having senior management read something of mine. In order to change this I will just have to keep practicing to strengthen my writing skills. This is the same for my oral communication. I can have complete knowledge of a subject however presenting that information to a group of people is tough for me. This is something that I will have to work on as well.
jum383
3 Areas to Improve based on the Needs Assessment Assignment- In my experience working in HR as a recruiter and an HR Generalist the 3 areas that I think I can improve upon are: Interpersonal relationship building, leadership coaching, and conflict management. I really value relationship building, and feel that because of the fast-paced nature of the work that I do, I don’t always have the time to create interpersonal relationships with employees. I think this is so important because you want to be able to connect with people both professionally and personally, so they really understand the value add to establishing the relationship. I don’t have any leadership or coaching experience, and would really value getting that type of experience, and lastly I have been in situations where I had to diffuse some heated situations at work, I think learning conflict management would be very helpful.
smb6525
The three competencies i would like to improve upon will be
1.Human performance management
2. Strategic thinking and planning
3. Industry-wide technical competencies
as an operations manager i feel improving in these competencies will enhance the value i bring to the organization as an employee. Human performance management in the area of recruitment, talent management and appraisal are specifics i would like to master to select the best people, train and retain them and also objectively appraise my direct reports
Strategic thinking and planning is another area i want to be a master at, this is fused to organizational goals achievement and as an individual defining and helping to achieve strategic goals will not only make me as an operations manager a total professional but will solidify my career goals an HR professional and an Accountant.
Finally improving on my industry-wide technical competencies in my financial industry (banking) job will bring out my versatility and technical abilities. i believe knowing much more beyond branch operations will add to my wealth of knowledge and abilities to succeed in any department within the financial services industry.
mab780
I think the three I would like to improve on would be Leadership and Coaching, Industry Wide Technical Competencies, and Leading Change. I feel I do well with these already but can always use more skill. I think a leader never stops learning or adapting to the situation and that its always going to be an ongoing learning process. The Industry Wide Technical Competencies one I definitely improvement on. I think maybe sometimes I put on the blinders and see things only one way but we live in an ever changing world and need to stay on top of things. And last Leading Change. Like I sort of mentioned I think I get stuck in my ways sometimes and need to be pushed sometimes to accept change.
This entry was posted in Uncategorized on March 1, 2015. Edit
mab780
Testing
nty5001
The first competency I would like to improve on would be Leadership and Coaching. This one simply comes down to a simple lack of experience with guiding and coaching them on their own work. My current position provides me with the opportunity to be a team lead on certain projects, but the nature of my work means that takes the form of providing exact step-by-step technical directions for people to follow.
Similar to the previous competency, Influencing and Negotiating is another area where I feel like I simply need to be given more opportunities to gain practical experience.
My work regularly involves updating new skills and learning new systems, so I’d also include job-Specific Technical Competencies as an ongoing competency. That’s the nature of working in IT, things keep changing and improving so there’s always something new to learn.
ezz105
Hello Everyone,
This is my first ever blog and it’s very exciting!
Additionally, I wanted to take a moment to express how this class will expand upon my existing professional resume. The OD space is very a very distinct area under the HR body of knowledge. Knowledge is power and the ability to assess a need and make a concerted effort to close the respective gap, is a tremendous asset to add to one’s HR toolkit. I intend to deep dive into this course so that I can better support change initiatives at my current company and perhaps build upon the experience in the future.
mkk179
hi everyone my site is sites.psu.edu/kiriakakis617 ! its my first blog!
ezb157
Hello everyone!
This is my first blog. I’m excited about this course and getting to work with some of you!
Hello good people, my blog URL is http://sites.psu.edu/deitanddesh/ , i look forward to collaborating with you and learning from your wealth of experience.
suleman
jln247
What is the most important concept you have learned in this course? How do you feel about it?
I am always confused as to whether we are supposed to respond in this section or on our own page. The most important concept that I have learned in this course is how to conduct a valid survey. Prior to this class, I thought you just needed a few questions and could distribute it. I never realized how deep the process was and how much effort was needed to make it effective.
Having taken this course, I feel pretty confident with it. I am excited to do more in the future.
mws273
What is the most important concept you have learned in this course? How do you feel about it?
I believe that the most important concept that I learned from this class is the structured methods to carry out the needs assessment. Before starting this class, I only had a vague idea about carrying out needs assessment. However, through this class, I was able to learn the needs assessment methods in a systematic way, which would make it easier for me to implement this in my workplace. The needs assessment project gave me an opportunity to practice this, and I think I was able to do this by following the methods that I learned in class. I would definitely keep the text book for this class at work, so I can make reference to it as needed.
ltp121
What is the most important concept you have learned in this course? How do you feel about it?
The most important concept learned in this class has been the tools, concepts and structure behind some of the things that I have seen or heard about related to the needs assessment process. For me, it has put some missing pieces of the puzzle together about why certain things are done. Although the concepts have been informational and value added, the most important lesson learned is about the time needed to invest in this process. The data collection and analysis is time consuming, but is critical to the outcome of the process. Therefore this process should not be taken lightly and if you want a quality outcome, you need to be ready to invest the time, which also highlights the importance of senior leadership support.
ccc1065
What is the most important concept you have learned in this course? How do you feel about it?
Honestly, the Needs Assessment project has been the most important concept and was most beneficial to my development as an HR Business Partner. I was able to work closely with program leadership and collaborate on identifying whats truly needed from a management perspective. Working together not only helped build my relationship with all members of management on site but it also solidified my role as their HR Business Partner as a solid thought leader and strategic partner in development and engagement. The presentations that were were requested to conduct in YouSeeU was also a great concept. That virtual concept allowed us to see multiple presentations and engaged us to support our other classmates in their growth as well. Overall, that class greatly developed my skill as an HR Business Partner and prepared me for the next step in my career as a Learning and Development consultant or HR Manager. Thank you Prof Donahue and classmates!
~Courtney C.
cxw982
What is the most important concept you have learned in this course? How do you feel about it?
Taking this class has helped me in so many ways. Performing an actual needs assessment has given me the tools to make improvements at my current job. Developing the power point and actually giving the presentation has helped with my capstone course because both are required to graduate. This class has forced me to come out of my comfort zone as well as by giving presentations. Although the course seemed a little overwhelming at times, it has definitely provided me with the necessary tools to grow in my career. I’m glad that I took it.
Charles
mws273
Since we have learned the structured method to carry out needs assessment, I felt that I was able to properly conduct the needs analysis. Also, I believe that collecting effective data helps to enhance the quality of the assessment. My major weakness is experience. I have not conducted an actual needs assessment in the workplace, and I would like to have this chance soon. Also, when proposing solutions, it is necessary to take into consideration of the financial situation of the client. For example, it is easy to suggest implementing training, but training will cost money. I believe it is important to keep this in mind when making a proposal to the client.
fzf114
What is the most important concept you have learned in this course? How do you feel about it?
I have learned a lot in this course, it was a great experience to be able to conduct a needs assessment for an organization of my choosing. It has helped me to develop plans of action to respond to human performance problems while learning how to use the results.
Overall I feel that it has now prepared me to be able to define and explain key concepts, models, and methods for designing, implementing, and analyzing the results of needs assessments for a future organization.
ccc1065
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I assumed that conducting the needs assessment would be more difficult than pulling all the data in for a presentation, however both seemed to be simple and not as challenging as I figured they be. Since, I present and train managers, the presentation portion was a strength for me. The time it took to tie it all together was the weakness due to work and personal responsibilities. I can leverage these strengths for future trainings and presentations for program reviews..
cxw982
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I thought that conducting the actual needs assessment wasn’t as challenging as presenting the power point presentation. So I would say that my personal strengths are collecting the data. My weakness is presenting the information to an audience. Although I have improved, I’m not where I want to be yet.
jln247
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I thought conducting the assessment was fairly simple. My strength was conducting the survey and analyzing the results. It comes naturally to me. My weakness would be the presentation itself. I don’t have a problem with public speaking, I just don’t like to do it. I can leverage my strengths by more in-depth research.
fzf114
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
Besides the fact that I have never conducted a needs assessment before this project, as a weakness I would say that I have a strong, compulsive need to do things quickly and remove them from my “to do” list, and sometimes the quality of my work suffers as a result, One other major issues for me is that, I got nervous when presenting my project and this fear of public speaking often takes the passion out of my presentation.
The advantage and my biggest strength when conducting my needs assessment is my ability to connect with people and having strong communications skills. This very important skill assisted me with clarifying several issues.
ltp121
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I think my main weakness related to conducting needs assessments is that it is still new and I am just learning. I have a lot to learn, but it feels like one of those skills that you probably get better at over time. The advantage that I feel that I have is that many of the components and skills needed are similar to some other things that I already have experience with. For example, interviewing, data collection and analysis and providing recommendations. In addition to being new, I would be concerned that I would get too bogged down in data and not want to move forward until having more data. I would think that I would need to convince myself that it is ok to tackle pieces at a time and not try to accomplish the entire gap to not get stuck in “analysis paralysis” before moving forward with recommendations.
fzf114
@ acm268 The three competencies that they would like to further build on:
Technical Competence with HR systems, External Awareness, and Occupational Technical Competencies.
I believe that improving competencies allows you to remain adaptable and competitive, ultimately contributing to increased productivity. This can easily be achieved with little to no expense, other than extra time and attention. In order for you to improve competencies, you need resources and motivation. Resources can come in any number of forms, such as learning seminars, e-learning programs, manuals, and books
fzf114
@cxw982
I believe that we all need to improve the skills that you have mentioned. We learn every day.
Leadership skills- can play a large role in career development. Often, your technical skills can only take you so far. To help you move forward in your career, you need soft skills such as the ability to be a good leader. Some ways to help you improve your leadership skills: Taking Initiative: Most bosses will assign their employees tasks that the employees have proven to be adept at. A good way to develop your skills is to take on extra projects outside of your job description. Remember, the more work you do, the more you are learning. Critical thinking
to be hired for a high-profile job, you will need to be a critical thinker. Good leaders are able to foresee potential problems before they happen. Good leaders are also aware of potential opportunities and take advantage of them to benefit the company and employees. Last but not least listening effectively: it is one of most important skills for a leader is listening. Without listening skills, you are not able to get feedback from others and get a sense of what team members like about the projects they work on. Feedback is key.
Good communication skills- being confident and the courage to say what you think is very important to be good effective communicator in different situations. For any attempt to communicate, you need to be able to mindfully listen to others. Communication is not solely about what you say, it’s also about what others say to you.
Good Analytical Skills- Analytical skills are essential in the workplace to ensure necessary problem solving occurs to keep productivity and other areas of the workforce functioning smoothly.
mvl119
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I think that my personal weaknesses are mainly to understand and analysis qualitative data. On the other hand I feel I have strong competencies when analyzing qualitative data especially when performing focus groups and interviews. As a Clinical psychologist I feel confortable serving as a facilitator in a group and performing interviews.
Maria
rpk152
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I believe that my greatest strength is in the design phase, by that I mean crafting the strategy for a study, the master task list, and managing the various elements of a study. I can best use my skills by facilitating and teaching the newer staff the techniques I have acquired through this class and the program in general.
jln247
My last boss. He was a wealth of HR knowledge and I liked that he actually took the time to teach me things. He wasn’t one of those “hands off” supervisors that made you fumble through without direction. He explained everything in great detail and answered every questions. He’s a mentor to this day. I e-mail him frequently for advise or to talk situations out.
ccc1065
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.
My previous HR Director exemplified leadership, expertise, and professionalism in everything she did. She was approachable and team oriented. She allowed us (HR Business Partners) to work independently and encouraged growth and learning opportunities.
I was lucky enough to learn her management style and gained important management skills, though I have not necessarily used them as of yet. I can continue to learn from her as I move up in my HR career.
ltp121
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
When I think about exemplary performers related to the areas of vision, creative thinking and leading change, a senior leader that I supported comes to mind. He had a vision for how he wanted to shape the organization based on his assessment of the gaps and where he felt the needs were. I think having a strength in vision is a critical need for what is going to make you a successful senior leader. What I learned from him was his thoughtfulness in the assessment phase of his change and vision focus. He tool the time to listen to his customers and that helped to shape his plan into one that was going to be successful because they had input. I wouldn’t say that his creativity was his strength, but he hired smart people around him to help explore new, creative solutions and was open to their ideas. Although he listened and was open to others ideas, he had the courage to go against the popular vote and influence others to his own as well. His focus on relationships helped this to be successful.
cxw982
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
I think that my old HR manager, the one that hired me for my first management position, is perceived as an exemplary performer to me. He helped to groom me as the manager I am today. He was strict but, he was well respected. He told me to always be confident, be credible and be approachable. I live by that advice to this day.
Charles
cxw982
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
I think that my old HR manager, the one that hired me for my first management position, is perceived as an exemplary performer to me. He helped to groom me as the manager I am today. He was strict but, he was well respected. He told me to always be confident, be credible and be approachable. I live by that advice to this day.
Charles
mws273
I would say such person was my immediate supervisor when I first started my career as a HR professional. He had the necessary HR related knowledge and the necessary coaching skills for me to get started in my career. Although he was a tough supervisor, he would always be able to point me towards the proper direction when I was in doubt. I see him as a HR professional with the necessary competencies to be a successful manager, and I would like to strive to become like him.
guc143
I am sorry for the delay, but I posted this sometime ago, but it was not visible to my classmates
What do you perceive as your performance gaps related to conducting needs assessments?
I perceive my performance gap relating to needs assessment to be how I can better understanding the complexity of mental health, and how I can stimulate better or different responses from patients. The needs assessments that I must work on is improving organizational characteristics, and obtaining the tools needed to improve the quality of life for patients. Understanding what is causing the performance gap is the first step, and defining ways to enhance performance will help to attain my goals. Using an individual assessment approach can help me determine my skills and the gaps related to conducting needs assessments. This provides the information necessary to help determine my training needs. Bridging the gap can possibly be achieved through an effective training needs assessments program.
guc143
I am checking to see if my post appears here
rpk152
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them?
The most impressive HRIS expert I know is a woman who managed the two installations for me at my last two companies; I hired her away from the first. She has the unique ability to take the very technical material and making understandable and useful for all end users. She also was able to use her very extensive project management skills to run the entire operation.
I’ve learned that I need to become better at making things easy for other employees and that I need to be more structured in running major projects. I also know that if I do another HRIS I’ll hire her again.
fzf114
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
Although I have had a few strong managers who have guided me throughout my career. I would say that one of the most knowledgeable and most motivating people that I know was my previous manager whom had a great vision for the organization that I was working for. I feel that I have learned a lot from him in improving my competencies. One of the biggest advantages this manager had was great communication skills, he was always willing to help when I needed someone to give me feedback and advice about anything.
mvl119
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
The competencies I will like to enhance the most is leadership. One person that exemplifies high competency of these characteristics is my company’s CEO. He is a born, innate leader. He is able to inspire employees, to make them fell cared for but at the same time he is VERY strict and demanding. I think that a key to his success as a leader is that he is very respected by all employees. First, he is professionally respected, meaning no one thought about his competencies and why he is were he is, he is the boss because he deserves it. Secondly he is respected as a person, he has being able to be successful not only professionally but also outside of work. He has a great family, he is deeply involved on charity work, he has maintained a great reputation as a professional and as a person, he is very ethical etc. Moreover, he can be very demanding because he works as hard or harder than anybody in the company. He works shoulder to shoulder with all employees. He is not afraid to get down from the 12th floor to help move boxes if that will turnout in a profit or success. Lastly, he truly believes that people should become better persons thru their jobs. So, he is always available to help employees on their personal problems if they reach him, which makes employees feel appreciated for what they are as persons and not only for what they produce. Hope some day I can become a leader like he is.
Maria
mzp174
Hi in response to acm268 The three competencies that the person would like to build on are Technical Competence with HR systems, External Awareness, and Occupational Technical Competencies.
I think that these are great and useful competencies. Some suggestions are for external awareness is one needs to constantly keep reading Hr journals and attending seminars on HR related issues. For this competencies one needs to constantly be aware of the changing trends and keep pace with it.
mvl119
Hi jln247
I founded Chapter 9 of Luthans, Fred (2010) Organizational Behavior: An Evidence-Based Approach, 12th edition book , a very good introduction to conflict management. Moreover there is a video on youtube that is extremely interesting, it is called Science of Persuasion. Take a look it is great!!!!
maria
mvl119
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
I plan to grow within the Human Resources department and eventually become its HR manager. The current HR manager will retire in a few years and I am supposed to get her position. I understand that it is an important position that requires extensive leadership competencies because you not only manage the HR personnel but also the relationship between management and the rest of employees and relationships between employees. Secondly, I will like to enhance my financial management and budgeting competencies, HR departments usually have a hard time asking for economical resources. I believe that a better understanding of budgeting and financial management will not only help me get more money for my department but also manage the limited resources we have more efficiently. Finally, I will like to improve my diverse workforce management competency. Currently in the company I work for now one manages diversity to produce better outcomes. Everyone assumes that we work in a homogeneous labor force and we do not use want diversity can offer us.
maria
acm268
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
Since I am new to my role as an HR Generalist and just beginning my HR career, I would say the three competencies that I would like to improve on are Technical Competence with HR systems, External Awareness, and Occupational Technical Competencies.
Technical Competence – works with various technologies as required for the job
External Awareness – stays informed on policies, priorities, trends and special
interests and uses this information in making decisions; considers external
impact of statements, decisions or actions
Occupational Technical Competencies – demonstrates knowledge, skills,
and abilities needed within current occupation (e.g., engineer, HR
professional, lawyer, nurse, etc.) and stays up-to-date with the changes
and developments in the occupation
jln247
@mws273, I am right there with you. I lack the managerial experience so those areas are in need of development. I have had to guide supervisors, but with help from my boss.
jln247
The areas that I need to improve upon are conflict management, influencing and negotiating, and planning and evaluation. In my career, I have only dabbled in these areas. I need some more exposure to them so that I can developed accordingly.
cxw982
@rpk152
I also feel that I need technical competency in the area of HRIS because I am new to the field. Being a production supervisor for 15 years has allowed me to gain resource management skills. As far as technology management, you might want to look into some classes to help with that.
Charles
ltp121
@fzf114 In the area of Employee Relations, this program is a great start. It gives you different scenarios and examples to work through. Another way that you can grow in this area is to partner with someone that is in the field currently and ask them to provide the scenario for you so you can provide them your recommendation as to what you would do. This could be foundational to you handling Employee Relations situations on your own. It could start with your recommendation or review of documentation (leaving names out to protect the innocent), but could get your feet wet. You could also have this colleague role play a scenario with you so you cab begin to get a feeling for what it would be like to have a live discussion with someone responding (or possibly not responding) back. Good luck. I think you get better over time and with more experience. The fun part of Employee Relations is that for as long as you are in the field, I think you can always find new things that you have never come across because there are always different and crazy scenarios out there.
ltp121
@ccc1065
I think you would probably be better at management than you think. In your role as a business partner, I am sure it is part of your job every day to advise managers to be better leaders. Therefore you know the components of good as well as not so good. I would add that although I make that statement, it is much harder to manage than it is to advise someone to be a good manager. Especially when you have that difficult employee that works for you. My advice in those scenarios is to try to separate yourself and think about what advise you would give. The other recommendation that I try to do is to check yourself. As business partners, we advise people all day therefore I personally think it is important to make sure that I am doing what I ask others to do. For example, having good feedback conversations that include the positive recognition as well as the constructive areas of opportunity.
ltp121
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
After completing the Leadership and Professional Development Competency Self-Assessment, the three areas I feel are the most important ones for me would be vision, creative thinking and leading change. I feel these tie together because my area of opportunity is to step out of the reactive, execution mode and take the pro-active approach. This would be to create the vision, have a creative approach to it and lead the change. I feel that I am a good executor and although I have managed teams through change I am not necessarily leading the transformation. I often have ideas of what needs to be done, but get too bogged down in the every day managing through the tactical issues and when I do take the time, I could be more creative in my approach.
mws273
@cxw982
I agree that these competencies are all very important for career development. I am afraid that work experience is the best way to gain improvement in these competencies, but some training programs are possible. Does your workplace offer any training programs in these areas? If so, then that would be a good way to increase your competencies. If not, maybe you can find outside seminars or workshops that can help you improve. I think on the job training would also be a good idea, and if possible, you can have a sort of “mentor” where you can receive direct feedback in these areas.
cxw982
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
Good Leadership Skills- is a must in the human resource field. The employees have to see you as someone who is trustworthy and credible.
Good Communication Skills- to be able to communicate effectively in all situations.
Good Analytical Skills- To be able to effectively analyze situations and use good judgment when making decisions.
I feel that I have some of the 3 skills above already but, there is always room for improvement and growth.
Charles
mws273
@fzf114
I believe that all three competencies that you have listed are very important.
I think the competency of management is strongly based on experience, and I don’t think training alone can be sufficient to increase this competency.
However, I think it communication training is pretty general, and you can seek various different opportunities for training. I think you can take seminars and workshops that can help to increase your communication skills. It may be hard to receive training from your workplace, so i think it will be important to seek training opportunities on your own.
ccc1065
I wanted to add to my earlier post…While “Time Management” was not on the Leadership and Professional Development Competency Assessment, I would like to add that “Flexibility and Resilience” is the closes competency to Time Management that I could think of.
ccc1065
@fzf114 Employee Relations, Communication, and Management all take experience and skill for sure. If you are willing to do the work to be well versed in all three then you can succeed. Employee Relations takes a lot of experience in my opinion and can take years to master but good management practices and effective communication will help contribute to an overall understanding of ER. Take constructive criticism, be open to knew training’s and seminars. I feel that having a background in psychology or sociology helps tremendously when working and supporting ER.
ccc1065
@mws273 To improve on Leadership and Coaching as well as Influencing and Negotiating, it truly takes experience, knowledge and skill. Since you don’t have much experience in HR or Management, I would recommend that you make a personal investment, if that is the path you plan on taking. Taking additional courses based on Management and becoming a member of SHRM from an HR perspective will get you the information you need to look into other seminars, webinars, and training’s that foster HR development.Influencing and coaching go hand in hand and those you support will not trust your guidance unless you are confident in your approach and fully knowledgeable in what you are discussing, so make sure you are prepared.
ccc1065
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
Effective Communication
Time Management
Management
I believe as a HR Business Partner, I am successful at coaching and giving guidance to managers on recommended paths forward. However, I feel as though I do not come across effectively in ways of communication with the different generational attributes. I know that with more effective communication, I cab better my work relationships with those I correspond with through email and face to face.
Next, I would say that I need serious time management awareness and knowledge. With the kind of schedule and job responsibilities it is very difficult to keep on track and be timely in finishing project and assignments in school and at work. I definitely need improvement in this area.
Finally, since I am not a manager and haven’t really taken on that role actively; unless you count being in HR. I would thrive with more management experience and have taken on that initiative by signing up for management and leadership training at work to better those skills. If I could improve on those three skills, I believe I can move on to become a HR Manager.
mws273
The three most important competencies that I would like to improve are the following:
Leadership and Coaching
Influencing and Negotiating
Occupational Technical Competencies
I do not have a whole lot of managerial experience, so this is an area where I want to improve. Also, I am currently not working in the HR department, so I would like to strengthen the technical competencies that come with HR.
fzf114
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
The three important competencies that I would like to focus on are: Employee relations skills, I would like to focus on this area a little more, it will help me be a better professional. The second competency I would like to improve is communication, and my third important competency is management, although I have some lite experience with management it will help me become a better leader.
rpk152
The three competency that I would like to work on are; technical competence in the area of HRIS; resource management; and technology management.
I have not stayed current with all the new technology and need to find ways to accomplish that.
Thanks
Dick
ccc1065
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
I believe obtaining creditable data is very important and depending on that data it could be private or proprietary. Private and/or proprietary, if shared or released, can and will cause ethical challenges depending on how it was released.
Another concern is any historical or geographic information that may be tied to a race. If shared, in the wrong context, this could be seen as discrimination; if not communicated out ethically.
Ensuring data is kept confidential, may also be considered an ethical challenged when conducting a needs assessment, so delivering a clear and concise message on how the data being gathered is confidential may help alleviate such ethical risks.
mvl119
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
I believe that one ethical challenge when performing a needs assessment process is how to disclose results from analyzed data. The evaluator must be very careful not to disclose personal or sensitive information. For example the content of some interviews performed to employees that open up about their knowledge gaps. One has to be cautious when revealing information to the employer about individuals or the results of the needs assessment to not disclose information that could cause negative consequences to an employee. Meaning, you cant provide information that will be used in an unethical manner by the employer. So, be certain the real purpose of the needs assessment process that you were hire to perform.
mws273
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
I think the biggest challenge would to interpret the gather data fairly and objectively. By no means should I try to interpret the data in a way that will be easier for me to develop a training plan. Also, I must properly examine the data and make sure that the data is collected fairly, and it represents the actual situation.
fzf114
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
I believe that my primary ethical challenge that I might face in conducting a needs assessment would be not knowing how honest the information will be, Participants may not always give their honest opinion. I’m hoping to collect enough reliable information so that I am sufficiently confident in using that information to guide me in my future action.
cxw982
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
The only ethical challenge that I foresee is that maybe some of the participants will not answer the questions honestly for fear of being retaliated against even after I have ensured them that all information is kept confidential. Also some participants may not answer honestly for personal reasons or other motives such as ensuring that the analysis results are skewed. I hope this is not the case but, you never know.
Charles
ccc1065
What do you perceive as your performance gaps related to conducting needs assessments?
I perceive that my performance gaps in relation to conducting needs assessments is being full knowledgeable on the needs assessment process (Data gathering, surveys, interviews, etc) and how to accurately recognize performance gaps. I hope that the more I read and interact with groups and the class, that I may be more aware of the process and how that process is positive and vital to change in any organization.
cxw982
What do you perceive as your performance gaps related to conducting needs assessments?
I think that my performance gap with respect to conducting needs assessments is gathering all of the necessary data as well as gathering enough data. I have very little experience conducting a formal needs assessment however, I have no issues providing feedback as to why I believe something does or does not work.
Regards,
Charles
fzf114
What do you perceive as your performance gaps related to conducting needs assessments?
As a new professional I haven’t yet participated in conducting a needs assessment. I don’t have much experience from the past in conducting surveys or any particular training. My individual performance gap and main challenge would be the lack of experience. To conduct my assessment, I believe that I would need to do a lot of research, and will be relying on the course materials to help me avoid any challenges that may occur.
Fatmire Fazliu
mws273
What do you perceive as your performance gaps related to conducting needs assessments?
First of all I don’t think I have completed a full cycle of needs assessment, so this is a biggest challenge. I have conducted interviews to see how I can strengthen the training programs that I was developing, but I didn’t organize the data is a systematical way. I believe I need to be able to gather data in an efficient way, and then to organize that data, so it is clear the results of the needs analysis.
Matthew Steele
mvl119
Hi all!!
What do you perceive as your performance gaps related to conducting needs assessments?
As a young professional, I have not had much experience performing needs assessments, thus it is hard for me to really discover all my performance gaps in conducting needs assessments. Nevertheless, I believe that one of my most evident gaps could be in analyzing data. I usually have a hard time translating quantitative data into reliable, valid numerical results. In Ecuador it is not easy to find benchmarking information, so it is especially hard for me to recognize if a result is relevant for the specific case, company-size and situation.
How would I like to strengthen my professional resume:
I need a few more years of experience under my belt before I can go after the type of jobs I truly want. Finishing this Masters program will help a lot as well. I also want to be able to spearhead a few more projects than the small ones that I have done. Since with this generalist job that I now have (I started out in staffing) I have realized that I prefer the staffing and training field so I would love to be able to include metrics or projects in that area on my resume with this current job.
I created one blog and separated the different courses using categories. This is my first blog and I’m trying to create separate pages for each course and on each page, separate each assignment by category. Hopefully I can figure this out in the next few days. Thanks
How would you like to strengthen your professional resume?
This is one of the main reasons that i started the M.P.S HRER program. Most of my experience is with one company and I thought it would not only help me in my current role, but ultimately to be a stronger HR professional. I thought that it would also build my resume if I had knowledge beyond the experience I get in my current environment. For me, building my resume is the same as becoming a stronger HR professional. It is about gaining as much experience and exposure as you can, while taking time to learn and not move on to the next thing too quickly.
cxw982
How would you like to strengthen your professional resume?
I would like to strengthen my professional resume by receiving my MPS degree in HRER. I will then pursue receiving my PHR certification. I have noticed during my job searches that many organizations prefer candidates to have it. I am hoping that doing so will allow me to transition into the HR field without much HR work experience.
How would you like to strengthen your professional resume?
The most effective way (although it will take time) to strengthen my professional resume is to gain more experience in the field of HR. I am planning to pursue a career in HR development. Not only do I want overall experiences in the area of training, I would also like to reach out into the area of talent management, where it would also involve recruitment as well. Since my HRER degree concentration is in staffing, training, and development, I think the best thing I can do now is to continue my studies!
I would like to strengthen my resume by completing the course required material to earn my MPS in HRER and continue my military service in the “HR” field. The experience I gain in the military and the academic background I am gaining will hopefully profit in greater job opportunities in the future.
Currently I have a Clinical Psychology bachelor’s degree and hopefully will attain my Human Resources and Employee Management Master this semester. I have worked for many years in the same mid-sizes company. I will like to strengthen my professional resume by incorporating some abroad experience. I will love to get transferred to a different country and expand my working experience in a different scenario. Likewise I will love to get some experience working for a multinational company.
After completing the leadership and development assessment the three areas I’d like to develop the most were, strategic thinking, leading change and oral communication. I believe the best way to close these gaps is through the following methods:
1. Training in the techniques and practices to improve strategic thinking including, strategic planning, goal setting and SWOT analysis followed by practice using the tools.
2. To close the gap in the area of leading change a course in change management, change readiness, and stakeholder analysis would assist developing skill in this area. Opportunities to apply what is learned would serve as the practice for achieving higher levels of competence.
3. Lastly, oral communication can be improved by enrolling in presentation skills training, joining a toast masters club and journaling progress. In practice I could deliver one speech per week to enhance my oral presentation skills through practice.
The areas I scored the highest included: Influence and negotiating and Leadership and coaching.
For students with skill gaps in influence and negotiation, I would recommend training in negotiation and effective communication skills this would include key concepts and principals of working in teams and practice persuading team members of the benefits of a proposal. Real world practice would supplement classroom learning in this area.
Leadership and coaching was the other area I scored high. I would recommend to those with a skill gap in this area to accept a mentor that can provide coaching in this area. Read published work on the subject leadership and coaching and develop leadership skills through training in the different styles of leadership, goal setting, mission statement and vision planning and communication skills.
I would like to strengthen my professional resume by:
1) Completing this Master’s program
2) Adding a professional certification (e.g., PHR or SPHR)
3) Adding a fuller representation of HR functions to my job experience
fgs114
As a beginner in the HR field, I would like to strengthen my resume by adding more experience in recruiting and talent development.
Sequoia Coleman
I’d like to strengthen my professional resume with the addition of consulting experience. I think the tools I will be introduced to this half will help me achieve that goal. In some ways, as HR professionals we act as consultants to the businesses we support any way but I am looking forward to the opportunity to utilize my skills and experience in an entrepreneurial way.
My name is Sequoia and I’m excited to study with you this semester. I am looking forward to learning more about needs assessment andthe various ways it can be applied in the business evironment.
My blog site is: https://sites.psu.edu/members/sdc230/
The most important concept I’ve learned in this course is training needs assessment is a valuable tool human resource managers have in their toolbox which can be used to fulfill organizational goals and objectives and improve productivity. Through the use of various assessment methods as a human resource manager, I’ll be able to identify performance requirements/issues and develop training that is specifically geared to improve the area that’s deficient whether it’s for an individual, groups or an entire organization.
I feel as a manager knowing the different ways I can use Training Needs Assessment will allow me to manage my section more effectively by helping me determine what my staff needs to learn to make them better employees and me a better leader.
I am not sure where to post my blog entry for Lesson 3 so I am doing it here. The link to my entry that identifies my performance gaps on conducting needs assessments is as follows:
I’m new to blogging and my excuse is I’m too old to be following what other folks are doing and I’m too personal to put my business out for everyone to see. So now I have to come out my comfort zone to “blog” and have no idea what to say. I just I’m just the strong silent type…that’s what I tell myself. Take care and best of luck in the semester.
My name is Joshua Davis. I am a graduate student here at Penn State. This is new for me. I actually never created one of these but the site is below. Enjoy!
Hello class! I have to say that I am very excited to blog. I have always been interested in the activity and enjoy other’s blogging abilities, but never had the “push” to start my own blog. I hope you enjoy it as well!
I am looking forward to connecting with you all in order to exchange perspectives and share experiences, thoughts, and ideas with one another.
Ivelisse Veras
jmm955
Ok then! Clearly I am new to this type of forum. I believe I have replied two times somewhere but not in the correct place; which is here. Third time is a charm!
Please take a look at my blog. I look forward to enjoy, learn, and share this semester with all of you! Here is my URL: https://sites.psu.edu/karolmontas/
We hope this blog will be a valuable resource to those interested in “Needs Assessments” now and in the future. In addition to providing links to Individual Blogs, we have incorporated a Practical Applications category to share experiences and wisdom more broadly.
Link to Blog 7: https://sites.psu.edu/meganhoy/2017/08/08/wfed-573-blog-reflection-7/
Blog:
What is the most important concept you have learned in this course? How do you feel about it?
The most important concept that I have learned from this course, WFED 573: Needs Assessment for Workforce Development Professionals, is that organizations CAN fix their problems by using a needs assessment. This blog question makes me reflect on the organization that I work for. There’s a norm that certain processes exist and operate the way they do because “this is how it’s always been.” When processes are not working as desired, there’s this belief that the undesired processes/situations are okay because “this is how it’s always been.” I now know that when I’m faced with situations like this where people say “this is how it’s always been,” I know that I can bring in what I’ve learned about needs assessments (such as the question “why?”– something I’ve learned from this class — root cause analysis).
I know now that processes can be changed so long as critical success factors are present, such as support from management. To change a process that is not working well, I know that I can resort to a needs assessment in order to identify the current state, the desired state, and how to get from the current state to the desired state. I have a good level of understanding and skill to know how to apply the principles of needs assessments to situations in my real life, specifically at work.
In looking at my previous blogs, there’s nothing that I would change. However, I’m happy that I have my blogs to look back on when I’m in the future facing a situation that would benefit from a needs assessment. I can now identify when a problem/situation could benefit from a needs assessment (which is pretty much any situation where the current state is undesirable), and I know where to look to identify what approach is best (whether it be informal or formal). In short, the concept that I learned is that an undesired situation CAN change to a desired situation.
Link to Blog 5: https://sites.psu.edu/meganhoy/2017/07/14/wfed-573-blog-reflection-5/
Blog Assignment: Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.):
Based on the Leadership and Professional Development Competency Self-Assessment provided in our Lesson 07 Competency Based assignment, the three most important competencies that I would like to improve upon are: 1) Interpersonal Relationship Building, because I scored a 2 on both Importance and Development Need; 2) Management Controls, because I scored a 1 on both Importance and Development Need; and 3) Leading Change, because I scored again both a 2 on Importance and Development Need. I think my low ratings are the reason for improvements.
— All this being said, the exemplary performers (related to the competency areas where I’m lacking), are my new boss, Stephen, and my old Lead/Supervisor, Kara. These two individuals are very good leaders to me and support me when I run into obstacles, such as needing the right resources to complete a demand/project. They get along with everyone, and because of that I believe that they have good Interpersonal Relationship Building. I also think they are exemplary with Leading Change because they have been in leadership roles for several years, and have helped lead their staff (including me) when faced with organizational changes.
https://sites.psu.edu/meganhoy/2017/07/09/lesson-7-competency-based-assessment-part-ii/
Lesson 07: Competency-Based Assessment
Part II: Leadership and Professional Development Competency Self-Assessment
Based on the Leadership and Professional Development Competency Self-Assessment provided in this assignment, the three most important competencies that I would like to improve upon are: 1) Interpersonal Relationship Building, because I scored a 2 on both Importance and Development Need; 2) Management Controls, because I scored a 1 on both Importance and Development Need; and 3) Leading Change, because I scored again both a 2 on Importance and Development Need. I think my low ratings are the reason for improvement.
blog link: https://sites.psu.edu/meganhoy/2017/07/09/blog-reflection-4-reflecting-on-your-own-personal-career-goals-what-are-the-three-most-important-competencies-that-you-would-like-to-improve-upon/
• Assignment: Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
Per the International Board of Standards for Training, Performance, and Instruction (2005) as noted on page 146 of Gupta’s text, “A Practical Guide to a Needs Assessment,” the definition of a competency is: “a knowledge, skill, attitude, or behavior that enables a person to perform effectively the activities of a given occupations or to function to the standards expected in employment” (International Board of Standards for Training, Performance, and Instruction, 2005). This being said and in reflection of my own personal career goals, the three most important competencies that I would like to improve upon are:
– Group facilitation – such as improving upon organizing tasks and responsibilities; time management.
– Presentations – such as improving upon public speaking skills, work on body language when in front of groups (show enthusiasm and positivity; don’t appear nervous).
– System integration testing – improve upon creating test cases, setting up data to, identify when additional resources are needed.
Reference
Gupta, K. (2011). A practical guide to needs assessment. John Wiley & Sons
link to blog: https://sites.psu.edu/meganhoy/2017/06/25/blog-reflection-3-what-do-you-think-will-be-the-primary-ethical-challenges-that-you-might-face-in-conducting-needs-assessments/
Blog Reflection 3: What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
For me personally, I think the primary ethical challenge would be “responsibilities for the general and public welfare” as indicated in the American Evaluation Associate, Guiding Principles (Gupta, pp. 260). I say this because I think the point of conducting any kind of research is for the greater good. However, there are many primary ethical challenges that we all might face in conducting needs assessments, and there are other guidelines to look to when determining how to overcome them. For example, when dealing with ethical issues, one can refer to the Program Evaluation Standards and the Guiding Principles for Evaluators (Gupta, pp. 256-260).
link to blog: https://sites.psu.edu/meganhoy/2017/06/06/blog-reflection-2-what-do-i-perceive-as-my-own-performance-gap-related-to-conducting-needs-assessments/
Blog 2:
Blog Reflection 2: Below are my thoughts on what I perceive to be my own performance gap related to conducting needs assessments:
A performance gap that I have in creating a needs assessment is that I am not a subject matter expert (SME) in performing needs assessment. I do not know how to decide which model is the best model to use when starting on a needs assessment. This means there might be times where I might choose a less-than-perfect, or not the most appropriate design. In order to bridge my performance gap, I just need to practice performing needs assessments. With practice, my performance should improve.
For Blog # 7 – Here is my link – http://sites.psu.edu/gilbert/2016/03/30/blog-7-conclusion/
For Blog# 6 – Here is the link – http://sites.psu.edu/gilbert/2016/03/30/blog-6-strengths…s-at-assessments/
For the blog reflection # 5 – here is the link:
http://sites.psu.edu/gilbert/2016/03/14/blog-5/
Franz Gilbert
HRER 573
Blog 7
As part of week 7, we were asked to take the Penn State competency model inventory and identify three competencies that we want to improve. Below are the three competencies along with the reason why.
Written Communication – communicates effectively in writing; can critically review and comprehend information written by others
Reason – Without getting into all of the details, it is very difficult for me to proof my own work. My writing style and level of writing I have is sufficient for my professional level. However, it is often a challenge to make sure the writing is void of spelling and grammar mistakes. This is something I would like to get better at.
Planning and Evaluation – establishes policies, guidelines, plans and priorities; plans and coordinates with others; aligns required resources; monitors progress and evaluates outcomes; improves organizational efficiency and effectiveness
Reason – This is a competency that I would love to continue to get better at. My specialty is HR Operations and I would benefit from improving these skills.
Teamwork and Cooperation – demonstrates and fosters cooperation, communication, and consensus among individuals and groups
Reason – This is a very interesting competency for me as I am often brought into situations as a Subject Matter Expert (SME). As a result, often when I express an opinion, it is viewed as the right information, and others will not vocalize their alternative thoughts. Continuing to grow in this competency would allow me to work to get those whom I work with to express and act upon their opinions.
http://sites.psu.edu/raheela/?p=28
Response to ale5150:
Ever-changing policies, procedures, best practices, and regulations do make mastering industry-wide technical competencies very challenging. Your observation about the Internet playing a primary role in recruiting is an accurate one; even where I am employed things have advanced quickly. Five years ago, the HR VP and the company CEO would have balked at the idea of having a team of recruiters set up an agency presence on Linked In, Twitter, Facebook, Monster, and Indeed. But guess what? In 2012 they did it and now we have recruiters regularly holding virtual job fairs. It started out slow but in the past 18 months it has become very fruitful. Realizing the growing dependency and integration of technology into all sectors of the HR field is what compelled me to add an IST minor to my degree program. Perhaps you could consider doing that or just completing some IST classes that would improve your skills with some of the automation and programming that is becoming more prevalent in the HR field.
Response to Karen L Masullo:
I actually wasn’t too surprised that decisiveness popped up as a competency that I need to focus on. I fall into the same trap as you described: not fully trusting my judgment and instincts about my knowledge so I can’t stand firmly on a decision—I keep analyzing and reconsidering until I get frustrated. I’m not sure what we can do about developing our decisiveness but maybe the root of the issue is that we’re really just unsure that we know what we know. Does that make sense? For instance, I know what my organization’s procedure is for dealing with ADA-related equipment requests; yet when someone asked me today about it and I rattled off the response—which was accurate—I found myself looking up the procedure just to make sure I was correct because I doubted my own knowledge. After I reviewed the procedure, I felt silly for questioning myself. Another possibility is that we just doubt that our first decision is the absolute right way to go; consequently, we waste time and effort exploring other options only to return to our original decision. I guess the only way to overcome this is to just learn to trust in our ability to solve problems effectively and recall information accurately.
Response to jml586:
A (former) manager in my department shares in your apprehension with conflict. Unfortunately, she went too far in her avoidance behavior and became ineffective as a manager. Work was not getting done on time by her “problem” employees so our VP was fielding complaints from other department managers because of missed deadlines for promised deliverables. She was removed from that role and now the interim manager has her hands full trying to improve their performance to bring them to the level as the other members of their work team. I took a class in World Campus on conflict management that provided some tools from both the management perspective and the co-worker perspective that I’ve found helpful. My employer also provides a two-day seminar-style class on conflict management tools that a lot of people found useful. Perhaps something similar would be helpful to you, though I think a lot of what you feel is just based on your own personality and character. Everyone wants to get along well with co-workers, supervisors, and subordinates and not too many people are really comfortable with confronting problem employees. It’s just something you get used to eventually because it has to be done.
Response to mlt240
To gain ground on both strategic thinking/ planning and interpersonal relationship I would suggest you mentor or coach someone. This relationship will help you develop the planning aspect by way of him/her and build your ability to create interpersonal relationships. Also, improving your competency on resource usage is best by practice, knowing how to delegate responsibilities is something you can develop by leading team projects.
Response to Karen L Masullo
These are also competencies I struggle with, in and out of work life. What I realized a while ago is changing the way you process thoughts is close to impossible. So if you cannot conceptualize thoughts, find a way how you can make your thought process work for your benefit. Regarding decisiveness, if are aware that your original instincts are always spot on, you should just go for it from the beginning instead of mulling over different ideas. Technical competence is tricky, technology is changing fast, and just give yourself time to keep up with it.
Both ALE5150 and DLH311 mentioned wanting to become more proficient in the HR field overall and improve technical competence. I think we’re all well on the way with this competency as we’re pursuing higher education. One other way to improve in this area is some of the continuing education through courses offered by SHRM or through the Human Resources Certification Institute.
Response to mlt240:
I agree with your assessment that interpersonal relationship building is an important competency to possess in order to leverage networks and advance in your career, but it is also an important competency in management and leadership. Interpersonal relationship building is defined as considering and responding appropriately to the needs, feelings and capabilities of others as well as building trust within relationships. In my experience an effective way to achieve this is to expand upon the skills of emotional intelligence. Emotional intelligence is the ability to know, understand and respond to emotions, including stress, which when done effectively can build relationships and create trust. I highly recommend the book Primal Leadership by Daniel Goleman for more information on this concept.
Response to Karen L Masullo
You identified technical competence as a competency area you would like to improve upon; I think this is an important competency that often gets overlooked. Technical competence includes being proficient in the various technologies required for a job, unfortunately too many employees are not technically competent with the technology required to perform their jobs and it leads to a lot of mistakes and frustration. The good news about this competency area is there should be several resources your company offers to aid in improving this competency, if there are not already established training courses for certain technologies your company utilizes a simple needs assessment could showcase the necessity for such training.
After taking the Leadership Competency Inventory there were several competency areas identified that I could use improvement in. The three most important for effective development for my career would be leadership and coaching, financial management and budgeting, and strategic thinking and planning. Leadership and coaching is the competency area I would most like to improve upon, especially the area of empowering, motivating, guiding and coaching others; the main goal for my career is to become an effective and competent leader and in order to achieve this I must master this competency. The competency areas of financial management and budgeting and strategic thinking and planning are important areas for all HR managers to understand; in order for me to appropriately develop in my career and become a strategic partner in any business I need to understand these concepts and how I, and the department I run, can effectively contribute to the achievement of the organization’s goals. I do believe that some aspects of these three areas can be taught but I think true mastery of these competencies comes from experience, which I hope to gain as I progress in my career.
Three competencies that I would like to improve upon are: conceptual thinking. I think of myself as a very linear planner. My experiences in the Army prepared me to think in a very step by step manner and I sometimes wish I could incorporate more creative ideas into my work. Technical Competence is an area in which I am currently improving myself, through the pursuit of a Master’s degree. I will also be taking the PHR certification in the next two years in order to continue improving on my technical HR skills. The final skill that I believe I could improve upon is conflict management. I struggle internally when I must confront problem employees, and find that the conversation weighs upon me for several days. I’d like to learn some additional skills on how to manage these conversations so that I don’t feel as burdened.
Some competencies I think that I would like to develop are : Strategic thinking and planning, interpersonal relationship building, and resource usage. I think it is never bad to be an excellent strategic thinker/planner. It is a competency that I feel is useful in many fields and situation and I would like to be better at it. I tend to always feel slightly apart, so I feel interpersonal relationship building would be helpful to me in regards to networking with the correct influential people to get what I need done. Lastly, resource usage is something I generally do not spend much time on. Perhaps this is because I am new to my organization, and the training was not particularly thorough. I feel like I could be more effective if I knew all the resources at my disposal. I feel I waste quite a bit of time looking through my company;s database for key pieces of information and that there are certain reports or people that I could utilize to find and answer or solution more quickly.
In response to dlh311’s post and one of the competency needed to improve being resource usage, I can offer the following suggestion-ask questions. I find that if I ask questions of those who know at work-and have asked for help within the ANGEL system at PSU, I am more aware of what system to use for what I want to do, and also what the system can’t do. I find that if I have to install something, than things get a little more difficult.
In response to ale5150’s post and competency needing improvement being the ability to understand systems used to recruit, I took a course on systems- based thinking that showed me a new way to look at complex systems and the big picture. I would also advise you to take any tutorials you can find for the systems you are trying to learn and understand. Also, ask questions if you find anyone who knows what you are trying to understand.
The three competencies I would like to improve upon after taking the Leadership Competency Inventory are: Conceptual Thinking, Technical Competence and Decisiveness. Regarding conceptual thinking, I sometimes have trouble conceptualizing and using reasoning in coming to a decision. I recently took a course at work on systems thinking and found it very insightful-that is thinking in ways that look at the entire system. Decisiveness I have trouble with on occasion in that I sometimes don’t trust my judgement and tend to go up and back on a decision, when my original decision would have been the best way to go and faster also. Technological competence is something I find I have issues with, and I find it may take me a while to figure it out, like figuring out how to upload the videos for this class.
As an emerging candidate for the HR field, I would greatly like to improve on many aspects particularly upon industry-wide technical competencies, negotiation skills (a more job-specific technical competency), and my ability to understand the various systems used to recruit our candidates.. To be effective in the HR world today, these three core competencies are essential, and I need to understand them more fully. The industry-wide technical competencies aspect of things is always growing and changing, with laws being passed each year and new policies and procedures to adapt to. I want to be in front of this and be able to know, or have the means to know, all that I can so that I can be more of an asset to my employees, company, and the other HR personnel around me. Negotiation skills are also essential for HR personnel to have, so that we might be able to acquire the best employees available while providing them with the best benefits. This can be a great asset to potential employees as well as to the company, because without negotiation skills, HR personnel could simply give a potential employee all he or she is asking for, corner office, large salary, great benefits, personal assistant, etc…; or with proper negotiating skills, it could be more even for both parties. This skill is one of many job-specific technical competencies to work on in the HR field. I would also very much like to improve on the understanding of various complex systems. I have seen first hand how much of recruiting has gone to the way of the internet. While I am not completely comfortable with that, yet, I would like to learn and adapt to the change in recruiting styles to be of better assistance to an organization when an employment need arises.
After completing the Leadership & Professional Development Competency Self-Assessment, I determined that the three competencies I need to improve on are technical competence, resource usage, and decisiveness. Each time we have to post something to this blog, I’m reminded of my need to develop technical competence as I can never just log in and do it. I have to spend about 5 minutes re-orienting myself to it.
http://sites.psu.edu/raheela/?p=17
http://sites.psu.edu/raheela/2015/09/22/self-perceived-performance-gap/
What are my perceived gaps related to conducting needs assessments?
Well, I have not done a formal needs assessment before. I have been involved in focus groups and participated in surveys. But I have not been the one to conduct them, administer the process, or analysis the data.
This class will be a great help in understanding the basis’s and fundamentals of the process. This will also help me in other classes I am taking such as HRER894 Research Project.
I am so looking forward to learning more about the actual process of the assessment.
Hi everyone – look forward to the class. Here’s my blog page. Thanks, Mike
http://sites.psu.edu/msr244/
Hello Class!
Here is my blog url: http://sites.psu.edu/ericjludwig/
I look forward to working with all of you!
Eric
Hi everyone,
you can find my blog in the below link:
http://sites.psu.edu/meshalaljohani/2015/09/07/lesson-1-reflection/
It is the second time I posted because I am worried if there is any mistake happened with creating the blog
Hello,
Here is the link to my blog.
http://sites.psu.edu/tmacias/
Enjoy!
Hello everyone!
Here is the link to my blog:
https://sites.psu.edu/tanyavasquez/
-Tanya
Hello Everyone,
Here is my blog URL. I hope this is correct. I feel like I have posted this a number of times in a number of different places.
Thank you everyone and I am looking forward to this course!
http://sites.psu.edu/warrenanders/
Hello everyone,
I hope you can see my blog. URL is https://sites.psu.edu/meshalaljohani/wp-admin/post.php?post=5&action=edit
I am looking to working with all of you to gain new knowledge and skills.
Thanks
Meshal Aljohani
Good evening,
Here is my blog URL http://sites.psu.edu/wfed573chilson/. This course will be a great learning experience me – I look forward to the challenges that lay ahead.
Crystal
Hello . My blog URL is https://sites.psu.edu/karenmasullo/. I am looking forward to workig with everyone this semester.
-Karen
Here is a link to my blog for this course: http://sites.psu.edu/mzigner/
Thanks,
Mike Zigner
Hi everyone!! Here is my blog.
http://sites.psu.edu/lisandra/
-Lisandra Martinez
Here is my blog!
https://sites.psu.edu/celliott
Here is a link to my Resume Blog. I hope I did this correctly. My brower was not displaying information correctly it seemed like. http://sites.psu.edu/ake112/2015/09/03/resume-aaida-costagliola/
http://sites.psu.edu/ake112/2015/09/03/hello-wf-ed573/
Here is my link to the blog. I hope i did this correctly.
Hi Folks. Here is my blog.
https://sites.psu.edu/lkutney/2015/09/02/hello-world/#comments
Lauren
Michele Monaldi McBride:
I think the first thing that I would like to improve upon would be Oral Communication, especially when it comes to recognizing achievements. I don’t tend to need a lot of “Ata girls” personally, and so it’s not something that I naturally do. More often, I find myself pushing people too hard, when acknowledging their achievements could get me the results that I am looking for.
The second competency that i would like to improve upon is Leadership and Coaching. I am a systems and models person. In my current position, I am responsible for teaching and training these systems and models to new employees. I am also responsible for holding them accountable to the systems and models. I find that people tend to “get creative” and try to “plus” the models. Instead of jumping right into telling them why they are wrong, I want to work on asking better questions, so that they can figure out for themselves why sticking to the original model will allow them to achieve the results they want.
The third thing that I would like to improve upon is Vision. I think this is also linked to communication. I would like to get better at sharing success stories! We have so many, but I don’t think I am doing a good enough job communicating those to others, who could be motivated and inspired by those successes. By improving this, it would also help validate the success of our systems and models, and maybe people won’t try to get too creative!
3 Competencies to improve Upon:
Self Responsibility and Management. This competency is important in my work place because the support staff tends to have two modes of conduct: either the “I need to micro-manage them because they won’t follow through” or, to the second competency I want to mention, Teamwork and Cooperation “that’s not my job” mentality. Depending upon the critical level of the project, the staff vacillates between not accepting responsibility or being frustrated that management micro-manages them. Judgment also plays a role here, as some of the staff are simply unable to ascertain the importance level of some tasks. So I encourage them to speak up and ask questions if they are uncertain about their role or the timeline placed on the task. The third competency I would like to improve upon is Job-Specific Technical Competencies, simply because our department strives to cross-train its staff as much possible as we are already a skeletal crew. This competency is also vital to improving the overall skills of the staff as well as their confidence level in all they do.
Here’s a link to my blog for WFED-573 (SU15)
https://sites.psu.edu/aawfed573/
Here is the link to my blog:
http://sites.psu.edu/kaleidoscope/
-AJ
Here is my blog URL link:
http://sites.psu.edu/wfedtannerisrael/
Hello everyone, here is my blog URL
http://sites.psu.edu/pmartin/
Patricia Martin
Hello all! Here is my blog site: https://sites.psu.edu/jenniferlynn15/
Here’s my blog post.. hope you all enjoy!
http://sites.psu.edu/kimcarrillowordsofwisdom/2015/05/16/how-to-strengthen-your-resume/
My blog URL is: http://sites.psu.edu/chickenortheegg/2015/05/15/introductory-blog/
Thanks!
Jenn Luo
My blog URL is: http://sites.psu.edu/mkmsummer15/
Thanks!
Meghan
The three most important competencies I would like to improve on are:
Oral Communication – I am a good communicator one-on-one, I do not believe I need any major improvement in that area. I am comfortable presenting, and people tell me I am a good presenter, however, I believe I should refine my presentation skills in front of groups to be better positioned for the next step in my career. I get especially nervous when presenting information to people in higher positions than me, which is something I need to learn to manage.
Influencing and Negotiating – Human Resources is all about influencing and negotiating without others realizing you are doing so. I would say I have good skills here, but I need to have great skills to make my life easier, and to be ready for the next step in my career.
Strategic Thinking and Planning – At this point, the strategic plans are usually communicated to me after they are already set. I do have some influence on them, but very little. I would like to at least observe the strategy planning meetings to better understand the process, and be prepared for when I actually have a seat at the table in my next position.
My blog is at: http://sites.psu.edu/lar335/
Lindsay
I think the 3 major competencies that I would like to improve upon would be:
Industry-Wide Technical Competencies – demonstrates knowledge, skills, and abilities needed within the industry of context (e.g., manufacturing, hospitality, financial services, education, healthcare, transportation, etc.) and stay up-to-date with the changes and developments in the industry
Financial Management and Budgeting – understands budget process; prepares and justifies budget; monitors expenses; manages profit/loss ratios as appropriate.
Strategic Thinking and Planning – advocates and participates in strategic planning to define and achieve organizational goals…..
There are various technical requirements within the printing and packaging industry that I am not familiar with. This includes terminology, processes and systems.
I have historically not had a lot of exposure to the financial and budget information. With recent leadership changes I have access to this information now and so I need to begin to understand this information and utilize it.
Again historically I was not involved in the strategic planning process. Now I have to learn to adapt my thinking and processes to align with the strategic focus of the organization.
Three competencies I would like to improve upon on are oral communication, written communication, and job specific technical competencies. I have close to zero real world experience in HR. Any chance I get I try to gain knowledge in everything HR. I believe that my roadblock is not having the opportunity to apply that knowledge to a real world scenario. I like to think that my writing skills are excellent however I don’t feel comfortable, maybe even confident, having senior management read something of mine. In order to change this I will just have to keep practicing to strengthen my writing skills. This is the same for my oral communication. I can have complete knowledge of a subject however presenting that information to a group of people is tough for me. This is something that I will have to work on as well.
3 Areas to Improve based on the Needs Assessment Assignment- In my experience working in HR as a recruiter and an HR Generalist the 3 areas that I think I can improve upon are: Interpersonal relationship building, leadership coaching, and conflict management. I really value relationship building, and feel that because of the fast-paced nature of the work that I do, I don’t always have the time to create interpersonal relationships with employees. I think this is so important because you want to be able to connect with people both professionally and personally, so they really understand the value add to establishing the relationship. I don’t have any leadership or coaching experience, and would really value getting that type of experience, and lastly I have been in situations where I had to diffuse some heated situations at work, I think learning conflict management would be very helpful.
The three competencies i would like to improve upon will be
1.Human performance management
2. Strategic thinking and planning
3. Industry-wide technical competencies
as an operations manager i feel improving in these competencies will enhance the value i bring to the organization as an employee. Human performance management in the area of recruitment, talent management and appraisal are specifics i would like to master to select the best people, train and retain them and also objectively appraise my direct reports
Strategic thinking and planning is another area i want to be a master at, this is fused to organizational goals achievement and as an individual defining and helping to achieve strategic goals will not only make me as an operations manager a total professional but will solidify my career goals an HR professional and an Accountant.
Finally improving on my industry-wide technical competencies in my financial industry (banking) job will bring out my versatility and technical abilities. i believe knowing much more beyond branch operations will add to my wealth of knowledge and abilities to succeed in any department within the financial services industry.
I think the three I would like to improve on would be Leadership and Coaching, Industry Wide Technical Competencies, and Leading Change. I feel I do well with these already but can always use more skill. I think a leader never stops learning or adapting to the situation and that its always going to be an ongoing learning process. The Industry Wide Technical Competencies one I definitely improvement on. I think maybe sometimes I put on the blinders and see things only one way but we live in an ever changing world and need to stay on top of things. And last Leading Change. Like I sort of mentioned I think I get stuck in my ways sometimes and need to be pushed sometimes to accept change.
This entry was posted in Uncategorized on March 1, 2015. Edit
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The first competency I would like to improve on would be Leadership and Coaching. This one simply comes down to a simple lack of experience with guiding and coaching them on their own work. My current position provides me with the opportunity to be a team lead on certain projects, but the nature of my work means that takes the form of providing exact step-by-step technical directions for people to follow.
Similar to the previous competency, Influencing and Negotiating is another area where I feel like I simply need to be given more opportunities to gain practical experience.
My work regularly involves updating new skills and learning new systems, so I’d also include job-Specific Technical Competencies as an ongoing competency. That’s the nature of working in IT, things keep changing and improving so there’s always something new to learn.
Hello Everyone,
This is my first ever blog and it’s very exciting!
http://sites.psu.edu/elsidaziaj/
Hello fellow classmates:
I am very excited to be taking this course and look forward to sharing the experience! My blog can be found at http://sites.psu.edu/michlieranieri16/
Additionally, I wanted to take a moment to express how this class will expand upon my existing professional resume. The OD space is very a very distinct area under the HR body of knowledge. Knowledge is power and the ability to assess a need and make a concerted effort to close the respective gap, is a tremendous asset to add to one’s HR toolkit. I intend to deep dive into this course so that I can better support change initiatives at my current company and perhaps build upon the experience in the future.
hi everyone my site is sites.psu.edu/kiriakakis617 ! its my first blog!
Hello everyone!
This is my first blog. I’m excited about this course and getting to work with some of you!
Eve
https://sites.psu.edu/egastearl/
Hi everyone!
My blog URL is http://sites.psu.edu/mue140/. Look forward to working with everyone this semester.
Mark.
Hello, please find my blog at http://sites.psu.edu/wfed573nickyingling/
Hello class!
My link to my blog is : http://sites.psu.edu/pmartelino/
http://sites.psu.edu/kareemahsviews/
Hello Everyone!
Here is the link to my blog:
http://sites.psu.edu/tcheeks/
Thanks!
Hi! I’m Stephanie & here is the link to my blog: http://sites.psu.edu/supersteph/?p=3
I’m looking forward to working with everyone!
Hi there!
I’m Brandon and below is my site-
http://sites.psu.edu/brandonhchan/
Looking forward to this semester!
Hi Everyone –
My blog site is: https://sites.psu.edu/kcbloged573/
Looking forward to it!
Thanks!
Kelly
Hi Everyone –
My blog URL is: http://sites.psu.edu/kristiekarr
I look forward to working with you all during this course!
Kristie
Hi Everyone –
My blog URL is http://sites.psu.edu/kkarrneedsassessments. I look forward to working with all of you!
Kristie
Hello everyone! The URL to my blog is listed as follows:
http://sites.psu.edu/needsassessmentsglenda
I am looking forward to a fun and engaging semester!
Glenda
My blog URL is http://sites.psu.edu/clazier/
Cheers,
Caitlin
Hello,
My blog URL is https://sites.psu.edu/amandadavised573/. I look forward to this semester and getting to work with all of you.
Amanda Davis
Hello good people, my blog URL is http://sites.psu.edu/deitanddesh/ , i look forward to collaborating with you and learning from your wealth of experience.
suleman
What is the most important concept you have learned in this course? How do you feel about it?
I am always confused as to whether we are supposed to respond in this section or on our own page. The most important concept that I have learned in this course is how to conduct a valid survey. Prior to this class, I thought you just needed a few questions and could distribute it. I never realized how deep the process was and how much effort was needed to make it effective.
Having taken this course, I feel pretty confident with it. I am excited to do more in the future.
What is the most important concept you have learned in this course? How do you feel about it?
I believe that the most important concept that I learned from this class is the structured methods to carry out the needs assessment. Before starting this class, I only had a vague idea about carrying out needs assessment. However, through this class, I was able to learn the needs assessment methods in a systematic way, which would make it easier for me to implement this in my workplace. The needs assessment project gave me an opportunity to practice this, and I think I was able to do this by following the methods that I learned in class. I would definitely keep the text book for this class at work, so I can make reference to it as needed.
What is the most important concept you have learned in this course? How do you feel about it?
The most important concept learned in this class has been the tools, concepts and structure behind some of the things that I have seen or heard about related to the needs assessment process. For me, it has put some missing pieces of the puzzle together about why certain things are done. Although the concepts have been informational and value added, the most important lesson learned is about the time needed to invest in this process. The data collection and analysis is time consuming, but is critical to the outcome of the process. Therefore this process should not be taken lightly and if you want a quality outcome, you need to be ready to invest the time, which also highlights the importance of senior leadership support.
What is the most important concept you have learned in this course? How do you feel about it?
Honestly, the Needs Assessment project has been the most important concept and was most beneficial to my development as an HR Business Partner. I was able to work closely with program leadership and collaborate on identifying whats truly needed from a management perspective. Working together not only helped build my relationship with all members of management on site but it also solidified my role as their HR Business Partner as a solid thought leader and strategic partner in development and engagement. The presentations that were were requested to conduct in YouSeeU was also a great concept. That virtual concept allowed us to see multiple presentations and engaged us to support our other classmates in their growth as well. Overall, that class greatly developed my skill as an HR Business Partner and prepared me for the next step in my career as a Learning and Development consultant or HR Manager. Thank you Prof Donahue and classmates!
~Courtney C.
What is the most important concept you have learned in this course? How do you feel about it?
Taking this class has helped me in so many ways. Performing an actual needs assessment has given me the tools to make improvements at my current job. Developing the power point and actually giving the presentation has helped with my capstone course because both are required to graduate. This class has forced me to come out of my comfort zone as well as by giving presentations. Although the course seemed a little overwhelming at times, it has definitely provided me with the necessary tools to grow in my career. I’m glad that I took it.
Charles
Since we have learned the structured method to carry out needs assessment, I felt that I was able to properly conduct the needs analysis. Also, I believe that collecting effective data helps to enhance the quality of the assessment. My major weakness is experience. I have not conducted an actual needs assessment in the workplace, and I would like to have this chance soon. Also, when proposing solutions, it is necessary to take into consideration of the financial situation of the client. For example, it is easy to suggest implementing training, but training will cost money. I believe it is important to keep this in mind when making a proposal to the client.
What is the most important concept you have learned in this course? How do you feel about it?
I have learned a lot in this course, it was a great experience to be able to conduct a needs assessment for an organization of my choosing. It has helped me to develop plans of action to respond to human performance problems while learning how to use the results.
Overall I feel that it has now prepared me to be able to define and explain key concepts, models, and methods for designing, implementing, and analyzing the results of needs assessments for a future organization.
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I assumed that conducting the needs assessment would be more difficult than pulling all the data in for a presentation, however both seemed to be simple and not as challenging as I figured they be. Since, I present and train managers, the presentation portion was a strength for me. The time it took to tie it all together was the weakness due to work and personal responsibilities. I can leverage these strengths for future trainings and presentations for program reviews..
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I thought that conducting the actual needs assessment wasn’t as challenging as presenting the power point presentation. So I would say that my personal strengths are collecting the data. My weakness is presenting the information to an audience. Although I have improved, I’m not where I want to be yet.
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I thought conducting the assessment was fairly simple. My strength was conducting the survey and analyzing the results. It comes naturally to me. My weakness would be the presentation itself. I don’t have a problem with public speaking, I just don’t like to do it. I can leverage my strengths by more in-depth research.
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
Besides the fact that I have never conducted a needs assessment before this project, as a weakness I would say that I have a strong, compulsive need to do things quickly and remove them from my “to do” list, and sometimes the quality of my work suffers as a result, One other major issues for me is that, I got nervous when presenting my project and this fear of public speaking often takes the passion out of my presentation.
The advantage and my biggest strength when conducting my needs assessment is my ability to connect with people and having strong communications skills. This very important skill assisted me with clarifying several issues.
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I think my main weakness related to conducting needs assessments is that it is still new and I am just learning. I have a lot to learn, but it feels like one of those skills that you probably get better at over time. The advantage that I feel that I have is that many of the components and skills needed are similar to some other things that I already have experience with. For example, interviewing, data collection and analysis and providing recommendations. In addition to being new, I would be concerned that I would get too bogged down in data and not want to move forward until having more data. I would think that I would need to convince myself that it is ok to tackle pieces at a time and not try to accomplish the entire gap to not get stuck in “analysis paralysis” before moving forward with recommendations.
@ acm268 The three competencies that they would like to further build on:
Technical Competence with HR systems, External Awareness, and Occupational Technical Competencies.
I believe that improving competencies allows you to remain adaptable and competitive, ultimately contributing to increased productivity. This can easily be achieved with little to no expense, other than extra time and attention. In order for you to improve competencies, you need resources and motivation. Resources can come in any number of forms, such as learning seminars, e-learning programs, manuals, and books
@cxw982
I believe that we all need to improve the skills that you have mentioned. We learn every day.
Leadership skills- can play a large role in career development. Often, your technical skills can only take you so far. To help you move forward in your career, you need soft skills such as the ability to be a good leader. Some ways to help you improve your leadership skills: Taking Initiative: Most bosses will assign their employees tasks that the employees have proven to be adept at. A good way to develop your skills is to take on extra projects outside of your job description. Remember, the more work you do, the more you are learning. Critical thinking
to be hired for a high-profile job, you will need to be a critical thinker. Good leaders are able to foresee potential problems before they happen. Good leaders are also aware of potential opportunities and take advantage of them to benefit the company and employees. Last but not least listening effectively: it is one of most important skills for a leader is listening. Without listening skills, you are not able to get feedback from others and get a sense of what team members like about the projects they work on. Feedback is key.
Good communication skills- being confident and the courage to say what you think is very important to be good effective communicator in different situations. For any attempt to communicate, you need to be able to mindfully listen to others. Communication is not solely about what you say, it’s also about what others say to you.
Good Analytical Skills- Analytical skills are essential in the workplace to ensure necessary problem solving occurs to keep productivity and other areas of the workforce functioning smoothly.
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I think that my personal weaknesses are mainly to understand and analysis qualitative data. On the other hand I feel I have strong competencies when analyzing qualitative data especially when performing focus groups and interviews. As a Clinical psychologist I feel confortable serving as a facilitator in a group and performing interviews.
Maria
What do you feel are your personal strengths and weaknesses related to conducting needs assessments? How can you leverage your strengths to advantage?
I believe that my greatest strength is in the design phase, by that I mean crafting the strategy for a study, the master task list, and managing the various elements of a study. I can best use my skills by facilitating and teaching the newer staff the techniques I have acquired through this class and the program in general.
My last boss. He was a wealth of HR knowledge and I liked that he actually took the time to teach me things. He wasn’t one of those “hands off” supervisors that made you fumble through without direction. He explained everything in great detail and answered every questions. He’s a mentor to this day. I e-mail him frequently for advise or to talk situations out.
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.
My previous HR Director exemplified leadership, expertise, and professionalism in everything she did. She was approachable and team oriented. She allowed us (HR Business Partners) to work independently and encouraged growth and learning opportunities.
I was lucky enough to learn her management style and gained important management skills, though I have not necessarily used them as of yet. I can continue to learn from her as I move up in my HR career.
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
When I think about exemplary performers related to the areas of vision, creative thinking and leading change, a senior leader that I supported comes to mind. He had a vision for how he wanted to shape the organization based on his assessment of the gaps and where he felt the needs were. I think having a strength in vision is a critical need for what is going to make you a successful senior leader. What I learned from him was his thoughtfulness in the assessment phase of his change and vision focus. He tool the time to listen to his customers and that helped to shape his plan into one that was going to be successful because they had input. I wouldn’t say that his creativity was his strength, but he hired smart people around him to help explore new, creative solutions and was open to their ideas. Although he listened and was open to others ideas, he had the courage to go against the popular vote and influence others to his own as well. His focus on relationships helped this to be successful.
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
I think that my old HR manager, the one that hired me for my first management position, is perceived as an exemplary performer to me. He helped to groom me as the manager I am today. He was strict but, he was well respected. He told me to always be confident, be credible and be approachable. I live by that advice to this day.
Charles
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
I think that my old HR manager, the one that hired me for my first management position, is perceived as an exemplary performer to me. He helped to groom me as the manager I am today. He was strict but, he was well respected. He told me to always be confident, be credible and be approachable. I live by that advice to this day.
Charles
I would say such person was my immediate supervisor when I first started my career as a HR professional. He had the necessary HR related knowledge and the necessary coaching skills for me to get started in my career. Although he was a tough supervisor, he would always be able to point me towards the proper direction when I was in doubt. I see him as a HR professional with the necessary competencies to be a successful manager, and I would like to strive to become like him.
I am sorry for the delay, but I posted this sometime ago, but it was not visible to my classmates
What do you perceive as your performance gaps related to conducting needs assessments?
I perceive my performance gap relating to needs assessment to be how I can better understanding the complexity of mental health, and how I can stimulate better or different responses from patients. The needs assessments that I must work on is improving organizational characteristics, and obtaining the tools needed to improve the quality of life for patients. Understanding what is causing the performance gap is the first step, and defining ways to enhance performance will help to attain my goals. Using an individual assessment approach can help me determine my skills and the gaps related to conducting needs assessments. This provides the information necessary to help determine my training needs. Bridging the gap can possibly be achieved through an effective training needs assessments program.
I am checking to see if my post appears here
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them?
The most impressive HRIS expert I know is a woman who managed the two installations for me at my last two companies; I hired her away from the first. She has the unique ability to take the very technical material and making understandable and useful for all end users. She also was able to use her very extensive project management skills to run the entire operation.
I’ve learned that I need to become better at making things easy for other employees and that I need to be more structured in running major projects. I also know that if I do another HRIS I’ll hire her again.
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
Although I have had a few strong managers who have guided me throughout my career. I would say that one of the most knowledgeable and most motivating people that I know was my previous manager whom had a great vision for the organization that I was working for. I feel that I have learned a lot from him in improving my competencies. One of the biggest advantages this manager had was great communication skills, he was always willing to help when I needed someone to give me feedback and advice about anything.
Who do you perceive as the exemplary performers related to the competency areas that you identified as your most important areas for personal improvement? What can/have you learned from them? (You do not have to name the individuals, but you can describe them.)
The competencies I will like to enhance the most is leadership. One person that exemplifies high competency of these characteristics is my company’s CEO. He is a born, innate leader. He is able to inspire employees, to make them fell cared for but at the same time he is VERY strict and demanding. I think that a key to his success as a leader is that he is very respected by all employees. First, he is professionally respected, meaning no one thought about his competencies and why he is were he is, he is the boss because he deserves it. Secondly he is respected as a person, he has being able to be successful not only professionally but also outside of work. He has a great family, he is deeply involved on charity work, he has maintained a great reputation as a professional and as a person, he is very ethical etc. Moreover, he can be very demanding because he works as hard or harder than anybody in the company. He works shoulder to shoulder with all employees. He is not afraid to get down from the 12th floor to help move boxes if that will turnout in a profit or success. Lastly, he truly believes that people should become better persons thru their jobs. So, he is always available to help employees on their personal problems if they reach him, which makes employees feel appreciated for what they are as persons and not only for what they produce. Hope some day I can become a leader like he is.
Maria
Hi in response to acm268 The three competencies that the person would like to build on are Technical Competence with HR systems, External Awareness, and Occupational Technical Competencies.
I think that these are great and useful competencies. Some suggestions are for external awareness is one needs to constantly keep reading Hr journals and attending seminars on HR related issues. For this competencies one needs to constantly be aware of the changing trends and keep pace with it.
Hi jln247
I founded Chapter 9 of Luthans, Fred (2010) Organizational Behavior: An Evidence-Based Approach, 12th edition book , a very good introduction to conflict management. Moreover there is a video on youtube that is extremely interesting, it is called Science of Persuasion. Take a look it is great!!!!
maria
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
I plan to grow within the Human Resources department and eventually become its HR manager. The current HR manager will retire in a few years and I am supposed to get her position. I understand that it is an important position that requires extensive leadership competencies because you not only manage the HR personnel but also the relationship between management and the rest of employees and relationships between employees. Secondly, I will like to enhance my financial management and budgeting competencies, HR departments usually have a hard time asking for economical resources. I believe that a better understanding of budgeting and financial management will not only help me get more money for my department but also manage the limited resources we have more efficiently. Finally, I will like to improve my diverse workforce management competency. Currently in the company I work for now one manages diversity to produce better outcomes. Everyone assumes that we work in a homogeneous labor force and we do not use want diversity can offer us.
maria
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
Since I am new to my role as an HR Generalist and just beginning my HR career, I would say the three competencies that I would like to improve on are Technical Competence with HR systems, External Awareness, and Occupational Technical Competencies.
Technical Competence – works with various technologies as required for the job
External Awareness – stays informed on policies, priorities, trends and special
interests and uses this information in making decisions; considers external
impact of statements, decisions or actions
Occupational Technical Competencies – demonstrates knowledge, skills,
and abilities needed within current occupation (e.g., engineer, HR
professional, lawyer, nurse, etc.) and stays up-to-date with the changes
and developments in the occupation
@mws273, I am right there with you. I lack the managerial experience so those areas are in need of development. I have had to guide supervisors, but with help from my boss.
The areas that I need to improve upon are conflict management, influencing and negotiating, and planning and evaluation. In my career, I have only dabbled in these areas. I need some more exposure to them so that I can developed accordingly.
@rpk152
I also feel that I need technical competency in the area of HRIS because I am new to the field. Being a production supervisor for 15 years has allowed me to gain resource management skills. As far as technology management, you might want to look into some classes to help with that.
Charles
@fzf114 In the area of Employee Relations, this program is a great start. It gives you different scenarios and examples to work through. Another way that you can grow in this area is to partner with someone that is in the field currently and ask them to provide the scenario for you so you can provide them your recommendation as to what you would do. This could be foundational to you handling Employee Relations situations on your own. It could start with your recommendation or review of documentation (leaving names out to protect the innocent), but could get your feet wet. You could also have this colleague role play a scenario with you so you cab begin to get a feeling for what it would be like to have a live discussion with someone responding (or possibly not responding) back. Good luck. I think you get better over time and with more experience. The fun part of Employee Relations is that for as long as you are in the field, I think you can always find new things that you have never come across because there are always different and crazy scenarios out there.
@ccc1065
I think you would probably be better at management than you think. In your role as a business partner, I am sure it is part of your job every day to advise managers to be better leaders. Therefore you know the components of good as well as not so good. I would add that although I make that statement, it is much harder to manage than it is to advise someone to be a good manager. Especially when you have that difficult employee that works for you. My advice in those scenarios is to try to separate yourself and think about what advise you would give. The other recommendation that I try to do is to check yourself. As business partners, we advise people all day therefore I personally think it is important to make sure that I am doing what I ask others to do. For example, having good feedback conversations that include the positive recognition as well as the constructive areas of opportunity.
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
After completing the Leadership and Professional Development Competency Self-Assessment, the three areas I feel are the most important ones for me would be vision, creative thinking and leading change. I feel these tie together because my area of opportunity is to step out of the reactive, execution mode and take the pro-active approach. This would be to create the vision, have a creative approach to it and lead the change. I feel that I am a good executor and although I have managed teams through change I am not necessarily leading the transformation. I often have ideas of what needs to be done, but get too bogged down in the every day managing through the tactical issues and when I do take the time, I could be more creative in my approach.
@cxw982
I agree that these competencies are all very important for career development. I am afraid that work experience is the best way to gain improvement in these competencies, but some training programs are possible. Does your workplace offer any training programs in these areas? If so, then that would be a good way to increase your competencies. If not, maybe you can find outside seminars or workshops that can help you improve. I think on the job training would also be a good idea, and if possible, you can have a sort of “mentor” where you can receive direct feedback in these areas.
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
Good Leadership Skills- is a must in the human resource field. The employees have to see you as someone who is trustworthy and credible.
Good Communication Skills- to be able to communicate effectively in all situations.
Good Analytical Skills- To be able to effectively analyze situations and use good judgment when making decisions.
I feel that I have some of the 3 skills above already but, there is always room for improvement and growth.
Charles
@fzf114
I believe that all three competencies that you have listed are very important.
I think the competency of management is strongly based on experience, and I don’t think training alone can be sufficient to increase this competency.
However, I think it communication training is pretty general, and you can seek various different opportunities for training. I think you can take seminars and workshops that can help to increase your communication skills. It may be hard to receive training from your workplace, so i think it will be important to seek training opportunities on your own.
I wanted to add to my earlier post…While “Time Management” was not on the Leadership and Professional Development Competency Assessment, I would like to add that “Flexibility and Resilience” is the closes competency to Time Management that I could think of.
@fzf114 Employee Relations, Communication, and Management all take experience and skill for sure. If you are willing to do the work to be well versed in all three then you can succeed. Employee Relations takes a lot of experience in my opinion and can take years to master but good management practices and effective communication will help contribute to an overall understanding of ER. Take constructive criticism, be open to knew training’s and seminars. I feel that having a background in psychology or sociology helps tremendously when working and supporting ER.
@mws273 To improve on Leadership and Coaching as well as Influencing and Negotiating, it truly takes experience, knowledge and skill. Since you don’t have much experience in HR or Management, I would recommend that you make a personal investment, if that is the path you plan on taking. Taking additional courses based on Management and becoming a member of SHRM from an HR perspective will get you the information you need to look into other seminars, webinars, and training’s that foster HR development.Influencing and coaching go hand in hand and those you support will not trust your guidance unless you are confident in your approach and fully knowledgeable in what you are discussing, so make sure you are prepared.
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
Effective Communication
Time Management
Management
I believe as a HR Business Partner, I am successful at coaching and giving guidance to managers on recommended paths forward. However, I feel as though I do not come across effectively in ways of communication with the different generational attributes. I know that with more effective communication, I cab better my work relationships with those I correspond with through email and face to face.
Next, I would say that I need serious time management awareness and knowledge. With the kind of schedule and job responsibilities it is very difficult to keep on track and be timely in finishing project and assignments in school and at work. I definitely need improvement in this area.
Finally, since I am not a manager and haven’t really taken on that role actively; unless you count being in HR. I would thrive with more management experience and have taken on that initiative by signing up for management and leadership training at work to better those skills. If I could improve on those three skills, I believe I can move on to become a HR Manager.
The three most important competencies that I would like to improve are the following:
Leadership and Coaching
Influencing and Negotiating
Occupational Technical Competencies
I do not have a whole lot of managerial experience, so this is an area where I want to improve. Also, I am currently not working in the HR department, so I would like to strengthen the technical competencies that come with HR.
Reflecting on your own personal career goals, what are the three most important competencies that you would like to improve upon?
The three important competencies that I would like to focus on are: Employee relations skills, I would like to focus on this area a little more, it will help me be a better professional. The second competency I would like to improve is communication, and my third important competency is management, although I have some lite experience with management it will help me become a better leader.
The three competency that I would like to work on are; technical competence in the area of HRIS; resource management; and technology management.
I have not stayed current with all the new technology and need to find ways to accomplish that.
Thanks
Dick
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
I believe obtaining creditable data is very important and depending on that data it could be private or proprietary. Private and/or proprietary, if shared or released, can and will cause ethical challenges depending on how it was released.
Another concern is any historical or geographic information that may be tied to a race. If shared, in the wrong context, this could be seen as discrimination; if not communicated out ethically.
Ensuring data is kept confidential, may also be considered an ethical challenged when conducting a needs assessment, so delivering a clear and concise message on how the data being gathered is confidential may help alleviate such ethical risks.
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
I believe that one ethical challenge when performing a needs assessment process is how to disclose results from analyzed data. The evaluator must be very careful not to disclose personal or sensitive information. For example the content of some interviews performed to employees that open up about their knowledge gaps. One has to be cautious when revealing information to the employer about individuals or the results of the needs assessment to not disclose information that could cause negative consequences to an employee. Meaning, you cant provide information that will be used in an unethical manner by the employer. So, be certain the real purpose of the needs assessment process that you were hire to perform.
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
I think the biggest challenge would to interpret the gather data fairly and objectively. By no means should I try to interpret the data in a way that will be easier for me to develop a training plan. Also, I must properly examine the data and make sure that the data is collected fairly, and it represents the actual situation.
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
I believe that my primary ethical challenge that I might face in conducting a needs assessment would be not knowing how honest the information will be, Participants may not always give their honest opinion. I’m hoping to collect enough reliable information so that I am sufficiently confident in using that information to guide me in my future action.
What do you think will be the primary ethical challenges that you might face in conducting needs assessments?
The only ethical challenge that I foresee is that maybe some of the participants will not answer the questions honestly for fear of being retaliated against even after I have ensured them that all information is kept confidential. Also some participants may not answer honestly for personal reasons or other motives such as ensuring that the analysis results are skewed. I hope this is not the case but, you never know.
Charles
What do you perceive as your performance gaps related to conducting needs assessments?
I perceive that my performance gaps in relation to conducting needs assessments is being full knowledgeable on the needs assessment process (Data gathering, surveys, interviews, etc) and how to accurately recognize performance gaps. I hope that the more I read and interact with groups and the class, that I may be more aware of the process and how that process is positive and vital to change in any organization.
What do you perceive as your performance gaps related to conducting needs assessments?
I think that my performance gap with respect to conducting needs assessments is gathering all of the necessary data as well as gathering enough data. I have very little experience conducting a formal needs assessment however, I have no issues providing feedback as to why I believe something does or does not work.
Regards,
Charles
What do you perceive as your performance gaps related to conducting needs assessments?
As a new professional I haven’t yet participated in conducting a needs assessment. I don’t have much experience from the past in conducting surveys or any particular training. My individual performance gap and main challenge would be the lack of experience. To conduct my assessment, I believe that I would need to do a lot of research, and will be relying on the course materials to help me avoid any challenges that may occur.
Fatmire Fazliu
What do you perceive as your performance gaps related to conducting needs assessments?
First of all I don’t think I have completed a full cycle of needs assessment, so this is a biggest challenge. I have conducted interviews to see how I can strengthen the training programs that I was developing, but I didn’t organize the data is a systematical way. I believe I need to be able to gather data in an efficient way, and then to organize that data, so it is clear the results of the needs analysis.
Matthew Steele
Hi all!!
What do you perceive as your performance gaps related to conducting needs assessments?
As a young professional, I have not had much experience performing needs assessments, thus it is hard for me to really discover all my performance gaps in conducting needs assessments. Nevertheless, I believe that one of my most evident gaps could be in analyzing data. I usually have a hard time translating quantitative data into reliable, valid numerical results. In Ecuador it is not easy to find benchmarking information, so it is especially hard for me to recognize if a result is relevant for the specific case, company-size and situation.
Greetings!
The following link will direct you to my Resume Strengthening blog post: https://sites.psu.edu/tra137/2014/09/14/resume-strengthening/
Tabitha
I am so not a blogger…
Here’s my site.
https://sites.psu.edu/jennichols/
Hello All!
I am not a blogger, so I hope I at least post this correctly…
My Blog URL is:
https://sites.psu.edu/carterassessments/
How would I like to strengthen my professional resume:
I need a few more years of experience under my belt before I can go after the type of jobs I truly want. Finishing this Masters program will help a lot as well. I also want to be able to spearhead a few more projects than the small ones that I have done. Since with this generalist job that I now have (I started out in staffing) I have realized that I prefer the staffing and training field so I would love to be able to include metrics or projects in that area on my resume with this current job.
Carla
Hello Class!
First time Blogger as well my blog is http://sites.psu.edu/histgrl84/. I look forward to working with all of you.
Carla Heuss
Hello everyone!
Never blogged before but have had an interest for it since its come around. Here’s to new beginnings and a great semester!
My Blog URL is https://sites.psu.edu/needsassessments/
Pamela Keith
Hello everyone!
My blog can be found on: https://sites.psu.edu/juliecorcoran
Good afternoon, my name is Nicole Hurlbutt and my blog for WF ED 573 can be found at: http://sites.psu.edu/nhurlbutt573/2014/09/08/wf-ed-573-lesson-1-introduction/
Hello everyone!
My blog url is http://sites.psu.edu/eabowen.
Thanks!
Emily
Hi! my new blog is https://sites.psu.edu/jeo140 —- hope that’s right? Totally new to the blog aspect.
http://sites.psu.edu/seanalan/
I created one blog and separated the different courses using categories. This is my first blog and I’m trying to create separate pages for each course and on each page, separate each assignment by category. Hopefully I can figure this out in the next few days. Thanks
Hello,
My blog is: http://sites.psu.edu/mtaoblog/. Look forward to the semester!
Michael
My blog URL: https://sites.psu.edu/luvhr/
How would you like to strengthen your professional resume?
This is one of the main reasons that i started the M.P.S HRER program. Most of my experience is with one company and I thought it would not only help me in my current role, but ultimately to be a stronger HR professional. I thought that it would also build my resume if I had knowledge beyond the experience I get in my current environment. For me, building my resume is the same as becoming a stronger HR professional. It is about gaining as much experience and exposure as you can, while taking time to learn and not move on to the next thing too quickly.
How would you like to strengthen your professional resume?
I would like to strengthen my professional resume by receiving my MPS degree in HRER. I will then pursue receiving my PHR certification. I have noticed during my job searches that many organizations prefer candidates to have it. I am hoping that doing so will allow me to transition into the HR field without much HR work experience.
Hello,
My blog is: http://sites.psu.edu/concretejungle/
How would you like to strengthen your professional resume?
The most effective way (although it will take time) to strengthen my professional resume is to gain more experience in the field of HR. I am planning to pursue a career in HR development. Not only do I want overall experiences in the area of training, I would also like to reach out into the area of talent management, where it would also involve recruitment as well. Since my HRER degree concentration is in staffing, training, and development, I think the best thing I can do now is to continue my studies!
Hello,
My blogg is https://sites.psu.edu/mws278/
I would like to strengthen my resume by completing the course required material to earn my MPS in HRER and continue my military service in the “HR” field. The experience I gain in the military and the academic background I am gaining will hopefully profit in greater job opportunities in the future.
https://sites.psu.edu/brettbartels
Hello all! My blog URL is https://sites.psu.edu/erinshrreflections/.
Hi Everyone
Currently I have a Clinical Psychology bachelor’s degree and hopefully will attain my Human Resources and Employee Management Master this semester. I have worked for many years in the same mid-sizes company. I will like to strengthen my professional resume by incorporating some abroad experience. I will love to get transferred to a different country and expand my working experience in a different scenario. Likewise I will love to get some experience working for a multinational company.
My Blog
https://sites.psu.edu/mariasthoughts/
Nicole Romeo’s page:
http://sites.psu.edu/princessa/
After completing the leadership and development assessment the three areas I’d like to develop the most were, strategic thinking, leading change and oral communication. I believe the best way to close these gaps is through the following methods:
1. Training in the techniques and practices to improve strategic thinking including, strategic planning, goal setting and SWOT analysis followed by practice using the tools.
2. To close the gap in the area of leading change a course in change management, change readiness, and stakeholder analysis would assist developing skill in this area. Opportunities to apply what is learned would serve as the practice for achieving higher levels of competence.
3. Lastly, oral communication can be improved by enrolling in presentation skills training, joining a toast masters club and journaling progress. In practice I could deliver one speech per week to enhance my oral presentation skills through practice.
The areas I scored the highest included: Influence and negotiating and Leadership and coaching.
For students with skill gaps in influence and negotiation, I would recommend training in negotiation and effective communication skills this would include key concepts and principals of working in teams and practice persuading team members of the benefits of a proposal. Real world practice would supplement classroom learning in this area.
Leadership and coaching was the other area I scored high. I would recommend to those with a skill gap in this area to accept a mentor that can provide coaching in this area. Read published work on the subject leadership and coaching and develop leadership skills through training in the different styles of leadership, goal setting, mission statement and vision planning and communication skills.
I fixed my blog site here is the link to my blog page
http://sites.psu.edu/sequoia/2014/06/03/hello-world/
OOPS! Guess I missed a step last week. Hello Class.
Here is my URL
http://sites.psu.edu/jge118/
Hi everyone. Here is the link to my blog:
http://sites.psu.edu/courtneykriebs
Looking forward to learning with you this semester!
Courtney Kriebs
Hello Class,
I am looking forward to collaborating with everyone and learning from you all this semester. My blog URL is:
http://sites.psu.edu/wfneedsassessmentblog/2014/05/20/michelle-neel-resume/
Best,
Michelle
RJ’s Blog
http://sites.psu.edu/odandc/
Hello Everyone!
My blog URL is: http://sites.psu.edu/cmbugg08/2014/05/20/introduction
My page can be found at http://sites.psu.edu/crobsonwfed573/
I would like to strengthen my professional resume by:
1) Completing this Master’s program
2) Adding a professional certification (e.g., PHR or SPHR)
3) Adding a fuller representation of HR functions to my job experience
As a beginner in the HR field, I would like to strengthen my resume by adding more experience in recruiting and talent development.
I’d like to strengthen my professional resume with the addition of consulting experience. I think the tools I will be introduced to this half will help me achieve that goal. In some ways, as HR professionals we act as consultants to the businesses we support any way but I am looking forward to the opportunity to utilize my skills and experience in an entrepreneurial way.
Sequoia
Hello! My blog is at: http://sites.psu.edu/pragmatichr
Thanks,
Theresa Sheehan
Hello 573 classmates,
My name is Sequoia and I’m excited to study with you this semester. I am looking forward to learning more about needs assessment andthe various ways it can be applied in the business evironment.
My blog site is: https://sites.psu.edu/members/sdc230/
Hi all!
Please visit my blog for both my intro and strengthening my resume (http://sites/psu.edu/olgatrevino)
Enjoy your weekend:)
Here’s my 1st ever blog!
http://sites.psu.edu/everspsublog/
Hello,
Brian Ketchem’s blog URL for WFED 573: http://sites.psu.edu/wfed573ketchem/
link to my blog Brad Yeckley WFED 573 Summer 14
http://sites.psu.edu/yeckleysyakking/
The most important concept I’ve learned in this course is training needs assessment is a valuable tool human resource managers have in their toolbox which can be used to fulfill organizational goals and objectives and improve productivity. Through the use of various assessment methods as a human resource manager, I’ll be able to identify performance requirements/issues and develop training that is specifically geared to improve the area that’s deficient whether it’s for an individual, groups or an entire organization.
I feel as a manager knowing the different ways I can use Training Needs Assessment will allow me to manage my section more effectively by helping me determine what my staff needs to learn to make them better employees and me a better leader.
https://sites.psu.edu/shavekalj/
I am not sure where to post my blog entry for Lesson 3 so I am doing it here. The link to my entry that identifies my performance gaps on conducting needs assessments is as follows:
http://sites.psu.edu/emotionallyintelligentleadership/2014/02/02/personal-performance-gaps-in-conducting-needs-assessments/
Cristy Molter – http://sites.psu.edu/pepe/
Thanks!
Hi Class,
I’m new to blogging and my excuse is I’m too old to be following what other folks are doing and I’m too personal to put my business out for everyone to see. So now I have to come out my comfort zone to “blog” and have no idea what to say. I just I’m just the strong silent type…that’s what I tell myself. Take care and best of luck in the semester.
Hey, everyone! Here is my blog, enjoy 🙂 https://sites.psu.edu/vfish/wp-admin/
Hello,
My name is Joshua Davis. I am a graduate student here at Penn State. This is new for me. I actually never created one of these but the site is below. Enjoy!
https://sites.psu.edu/joshua2014davis/
Joshua Davis
Hello everyone, my name is Joe Fitzgerald and my PSU blog can be found at http://sites.psu.edu/oldfitzgerald/
Hi everyone! My blog URL is https://sites.psu.edu/vanessaporcelli/. I am looking forward to working with you all this semester! Good luck to everyone!!
-Vanessa Porcelli
Hello class! I have to say that I am very excited to blog. I have always been interested in the activity and enjoy other’s blogging abilities, but never had the “push” to start my own blog. I hope you enjoy it as well!
http://sites.psu.edu/nikkiexploresneedsassessments/
Thanks!
Nikki Walker
Hello classmates!
My name is Ivelisse Veras and my site can be reached at http://sites.psu.edu/ivelisseveras/ .
I am looking forward to connecting with you all in order to exchange perspectives and share experiences, thoughts, and ideas with one another.
Ivelisse Veras
Ok then! Clearly I am new to this type of forum. I believe I have replied two times somewhere but not in the correct place; which is here. Third time is a charm!
Jeanette Morales @ http://sites.psu.edu/jeanettemorales955/
Thanks for your patience 🙂
http://sites.psu.edu/escobarswisdom2014/
Hi everyone,
My blog can be found at the following link:
http://sites.psu.edu/jroley/
Thanks!
Jenny
Hello! My name is Mark Smith and I look forward to learning with the class! You can access my blog at http://sites.psu.edu/mjs740/
Here is a link to my evolving blog:
http://sites.psu.edu/emotionallyintelligentleadership/
Looking forward to learning and growing forward with each of you,
Gina
Hey everybody. Here’s my URL:
http://sites.psu.edu/wfed573blogspotmjh/
I’m looking forward to working with you this semester. – Mike
Salutations everyone! My blog can be found at https://sites.psu.edu/mcs5292/ I look forward to working with everyone. Good luck in your studies!
Hi class – please see my blog link: http://sites.psu.edu/erh132/
I look forward to working with you all!
Hello Everyone!
Looking forward to working with you all. Good luck this semester and I’ll speak with you soon!
http://sites.psu.edu/lauranortonsblog/
Hello Class!
Here is my blog url: http://sites.psu.edu/cmyers/
I look forward to working with all of you this semester!
Christina Myers
Opps!
I just realized gave you an introductory post.
This is the correct answer now, click the following URL: https://sites.psu.edu/karolmontas/wp-admin/post.php?post=5&action=edit
Thanks,
KM
Hello!
https://sites.psu.edu/sake83/wp-admin/ <—- This is my blog URL. I am looking forward to working with everyone.
Cyndi Sakamoto
Hello Everyone,
Please take a look at my blog. I look forward to enjoy, learn, and share this semester with all of you! Here is my URL: https://sites.psu.edu/karolmontas/
Hope you enjoy it!
Thanks,
KM
http://sites.psu.edu/cus238/
Hello, Class! My blog URL is above. I can’t wait to collaborate with all of you. 🙂
Cyndi Sakamoto
Hello my name is Beth! I look forward to working with each of you this semester! You can read my blog here http://sites.psu.edu/bethbogletree/
Hello everyone my name is Michael and my blog can be found @ https://sites.psu.edu/members/mjb607/blogs/
Hello all! My blog URL is http://sites.psu.edu/jaxm21/ . Looking forward to learning with you all this semester!
Jackie Loftus
Hello everyone! My blog URL is https://sites.psu.edu/samnelsonhr/. I look forward to working with and getting to know everyone!
Sam
We hope this blog will be a valuable resource to those interested in “Needs Assessments” now and in the future. In addition to providing links to Individual Blogs, we have incorporated a Practical Applications category to share experiences and wisdom more broadly.