Assessing Training Needs

• [GROUP 1] Goldstein & Ford, Chapter 3 (pp. 34-84)
• [GROUP 2] Dierdorff, E.C., & Surface, E.A. (2008). Assessing training needs: Do work experience and capability really matter? Human Performance, 21, 28-48.
• [GROUP 3] Smith-Jentsch, K.A., Campbell, G.E., Milanovich, D.M., Reynolds, A.M. (2001). Measuring teamwork mental models to support training needs assessment, development, and evaluation: Two empirical studies. Journal of Organizational Behavior, 22, 179-194.
• [GROUP 4] Finison, K. & Szedlak, F. (1997). General Motors does a needs analysis. Training & Development, 51, 103-105.

Optional Supplemental Reading (not required)

• Ford, J.K., & Noe, R.A. (1987). Self-assessed training needs: Effects of attitudes toward training, managerial level, and function.Personnel Psychology, 40, 39-53.
• van Eerde, W., Tang, K.C.S., & Talbot, G. (2008). The mediating role of training utility in the relationship between training needs assessment and organizational effectiveness. International Journal of Human Resource Management, 19, 63-73.