Why should upper level management be included in the needs assessment?
In my opinion, upper level management should be included in the needs assessment because they can provide valuable input. Upper level managers are familiar with how things are done and what the goals of the company are. They understand and try to uphold the company’s values while trying to make sure the company’s efforts align with the overall vision for the business. Upper level management has a lot of essential skill sets that the company needs in order to grow. They can also communicate these needs to other people, including trainers, to help other employees make beneficial contributions to the company. They also are able to look at the company as a whole, which not many people can do. Upper level management can enhance training efforts by giving input on how they see the larger picture and how that view affects each employee’s job. Lastly, upper level management can be very innovative and push the company in new directions, therefore they should most definitely be included in the needs assessment.
Why would we consider age and generational differences as part of needs assessment?
Age and generational differences should be considered because they are major factors that impact the workforce and its environment. There are many traditional generations such as the baby boom generation (1943 – 1965), today’s social media driven generation and many more. Each one of these generations needs to be treated and approached differently by employers. For example, I look at the generation I grew up in (1991-2000) and see how much innovation and technology has affected the way people work. Many friends of mine work from home or have started their own online businesses and are very successful. I recently started a similar venture within the skincare field myself. The downside to this is that unless the position is sales based, like mine, my friends are not very sociable in the “real” world, because they have limited “in person” interaction.
Age should also be factored into needs assessment because with age comes different levels of experience and wisdom. For example, my dad is an electrician and has worked in trades for over 25 years. He is very knowledgeable and many younger employees look up to him as a role model and trainer. Over his many years of experience he has been able to learn many additional trades beyond just what the typical electrician does and can now use that to this to his advantage when seeking movement or raises within employment. Both age and generational differences can be used in positive ways to gain feedback, clearer roles, responsibilities and recommendations that can be used as part of a needs assessment.
Sooner than later,