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Approach I) Assess the needs of the organization (what type of specific diversity training is needed? ) Research has indicated that different organizations have different training needs. n This assessment includes, figuring out if the training course should be done on an organizational level or an individual level. (i. e. , is the entire organization having problems with diversity issues, or just a few individuals). n Part of the assessment process is to see which topics need to be addressed in the diversity training. I would include (a) whether or not minorities and women (as well as other typically discriminated groups, such as older employees), were being given the same opportunities as white males. - (b) cultural barriers, such as language would be addressed to help managers communicate better with all employees, and finally- (c) issues of prejudice and discrimination would be addressed to help employees understand each other better and create a more acceptable (and accepting) organizational climate.
n II) After the initial assessment, an objective needs to be set for how the training will ultimately effect the company. n For example, in this particular training, the objective would be that the increased understanding of a diverse population by the managers would lead to more worker satisfaction, which would lead to increased performance and therefore lead to an increase in the bottom line for the company. Methods and Instruments to be Used Person-Needs Analysis (identifies gaps between a persons current capabilities and the desired ones. ) It would be used to identify a persons strengths and weaknesses to see what should be worked on in training For this identification 2 things would be used 1) Output Measures (Performance data) For example, were there customer complaints against the person. In addition what kind of performance appraisal did he / she get from supervisors, coworkers and subordinates (i. e. , was the mid-level manager giving his workers equal opportunities and / or understanding their individual needs. 2) Self-assessed training needs would measure what the manager him / herself thought he / she needed training in. n Videos and lectures about diversity in the workplace would also be used (i.
e educational documentaries about eliminating prejudice) n Simulations such as role-playing and sensitivity training would be used. -these are used to help develop human relations skills-they can help a manager develop awareness of self and others for such tasks as leading or interviewing Four types of criteria would be used to evaluate the effectiveness of the training program 1) Subjective reaction -Ask people directly whether or not the training was helpful 2) Learning Give people a test or a grade like in a class to see what theyve learned 3) Behavior did the learning that took place in training actually get used on the job 4) Results Did training not only impact worker satisfaction, but also the bottom line (i. e. , if managers are more aware of diversity issues and are nicer to their workers, do the workers produce more and therefore, make more money for the company? )
Free research essays on topics related to: diversity, manager, bottom line, addressed, assessment
Research essay sample on Worker Satisfaction Diversity Issues Training
