Page 33 - Demo

%u062c%u0645%u064a%u0639 %u0627%u0644%u062d%u0642%u0648%u0642 %u0645%u062d%u0641%u0648%u0638%u0629 %u0640 %u0627%u0625%u0644%u0639%u062a%u062f%u0627%u0621 %u0639%u0649%u0644 %u062d%u0642 %u0627%u0645%u0644%u0624%u0644%u0641 %u0628%u0627%u0644%u0646%u0633%u062e %u0623%u0648 %u0627%u0644%u0637%u0628%u0627%u0639%u0629 %u064a%u0639%u0631%u0636 %u0641%u0627%u0639%u0644%u0647 %u0644%u0644%u0645%u0633%u0627%u0626%u0644%u0629 %u0627%u0644%u0642%u0627%u0646%u0648%u0646%u064a%u062933Electronic Resources %u2013 Human Resources Development Year Four - 2021 | |33%u2022 Strategic/Organizational Analysis:A broad, %u201csystems%u201d view is needed to identify :%u2022 Organizational goals: Areas where goals are not being met should be examined further.%u2022 Organizational resources: such as facilities, materials on hand, and the Core Competencies.%u2022 Organizational culture and climate: should be conducive to HRD .%u2022 Environmental constraints: legal, social, political, and economic issues faced by an organization.Why Strategic Assessment is Needed?%u2022 Ties HRD programs to corporate or organizational goals.%u2022 Strengthens the link between profit and HRD actions.%u2022 Strengthens corporate support for HRD. %u2022 Makes HRD more of a revenue generator Not a profit waster.Sources of Strategic Information%u2022 Mission statement.%u2022 HRM inventory.%u2022 Skills inventory.%u2022 Quality of Working Life indicators.%u2022 Efficiency indexes.%u2022 System changes.%u2022 Exit interviews.TABLE 4-2 Sources of Data for Organizational Needs Analysis