As a human resource generalist, what importance does establishing and monitoring goals and objectives of the organization mean to you?
Do you value the same importance, from potential candidates, when conducting recruitment practices for the company?
All work skills are important towards improving the performance of the organization; however, which work skill is more important when carrying out training?
What impact does assertive communications skills , rapport, and trust has to you while communicating with your fellow employees?
Consistency is very important when developing consumer relationships, do you feel the same is realized in the organization?
If offered a training opportunity, what exactly do you look out for that will enhance your effectiveness as a human resource generalist and to the organization?
How to Use Self-Administered Questionnaire to Conduct Survey
A questionnaire is a standardized survey method that allows respondents an opportunity to provide answers according to their understanding. Once comparison and contrast has been done, clarity of what is required is then established and set into action. The exploratory nature of a self-administered questionnaire provides a starting point that makes possible other methodologies (Chapin, 2014). Nonetheless, self-administered questionnaires can be used to conduct surveys through the mail, online, or even in person. In each of these three options, the respondent is made to provide answers to several structured questions that lets them provide insight on what their opinions are of certain requirements of the researcher (Peterson, 2005).
Reasoning, Advantages and Disadvantages of Different Methods of Conducting Survey
Compared to other methods that surveys can be conducted, self-administered was selected for this survey because of its ability to allow the researcher to acquire a deeper insight on the opinions that the participants have on the questions asked. This was contributed to majorly by the understanding that the participant and the researcher were not together when answers were being provided.
Advantages and Disadvantages of interviews
Advantages: The researcher is allowed the opportunity to collect an in-depth as well as comprehension understanding from the answers provided mainly due to understanding body language associated with every answer. Interviews allows for support stimulus materials to be used, and due to the commitment of the participant, the researcher is enabled the opportunity to take as much time as possible (Bernard, 2006).
Disadvantages: there is a great deal of time consumption while recruiting and conducting survey. Bias is often times inevitable in addition to the cost that it takes to conduct the survey (Trochim, 2006).
Advantages and Disadvantages of Focus Groups
Advantages: the researcher is better equipped to measure the reaction of the respondent based on the ideas presented. She is also allowed to identify the requirements of the participants on the basis of their response (Trochim, 2006). Lastly, focus groups enables the researcher the ability to understand the current position of the participant.
Disadvantages: focus groups are not in-depth and as such, not detailed. They are rather expensive to conduct due to the compensations that take place. Risk of bias greatly influences the answers provided and this often alters the ideas presented by the participants (Bernard, 2006).
Advantages and Disadvantages of Self-administered Questionnaires
Advantages: they are suitable or conducting huge surveys as it is not limited by geographical settings. They are less expensive to the former two as they only require the participants presence, or email address, or online details to facilitate. Through online survey, the quality of the survey is administered ensuring control of the response. Lastly, they provide an effective sense of anonymity (Bernard, 2006).
Disadvantages: there is a high possibility that participants will have to be given incentives to take part in online surveys while the concern of computer literacy is required. Through paper and pencil survey, expense is incurred due to replication of survey questionnaires as well as being tedious due to the manual distribution process. Mail surveys are increasingly becoming lower and their response are not relied on (Trochim, 2006).
Reasons for a Human Resource Development Specialist to Conduct a Needs Analysis
Due to the role associated with a human resource development specialist within an organization, several reasons may exist that may push them into conducting needs analysis. Some of these reasons are as provided below.
The need to strengthen the general competencies that a human resource development specialist has in an organization entitles him or her the right to conduct needs analysis training. It is from this understanding that s/he is able to understand the requirements that entails participation in all stages enabling him or her to coordinate and collaborate with others (Peterson, 2005). Additionally, there is the need to strengthen the technical competencies will allow the human resource development specialist the opportunity to conduct the necessary evaluations that enhances the performance of the organization (Chapin, 2014).
By partaking of needs analysis training, the organization is assured of the human resource development specialists enhanced understanding of those attributes that ought to be enable him or her the ability to present the appropriate capabilities that better enables him or her to solve problems within the organization.
Bernard, Russell H. (2006). Research Methods in Anthropology: Qualitative and Quantitative
Methods. Walnut Creek: AltaMira Press.
Chapin, R. (2014). Social Policy for Effective Practice: A Strengths Approach. Hoboken: Taylor
Peterson, R. (2005). Training needs analysis. New Delhi: Crest Publishing House.
Trochim, William K. (2006). Research Methods Knowledge
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