An analysis of the affirmative action

History[ edit ] This section may be confusing or unclear to readers. In particular, it contains a very long narrative account without clear organization.

An analysis of the affirmative action

Techniques Checklist for evaluating an assessment Training Needs Analysis: The process of identifying training needs in an organization for the purpose of improving employee job performance.

Introduction Today's work environment requires employees to be skilled in performing complex tasks in an efficient, cost-effective, and safe manner.

Equal Opportunity and Affirmative Action - Legal Notice | Aetna

Training a performance improvement tool is needed when employees are not performing up to a certain standard or at an expected level of performance. The difference between actual the actual level of job performance and the expected level of job performance indicates a need for training.

The identification of training needs is the first step in a uniform method of instructional design. A successful training needs analysis will identify those who need training and what kind of training is needed.

It is counter-productive to offer training to individuals who do not need it or to offer the wrong kind of training. A Training Needs Analysis helps to put the training resources to good use. Types of Needs Analyses Many needs assessments are available for use in different employment contexts.

Sources that can help you determine which needs analysis is appropriate for your situation are described below. An analysis of the business needs or other reasons the training is desired.

An analysis of the organization's strategies, goals, and objectives. What is the organization overall trying to accomplish? The important questions being answered by this analysis are who decided that training should be conducted, why a training program is seen as the recommended solution to a business problem, what the history of the organization has been with regard to employee training and other management interventions.

Analysis dealing with potential participants and instructors involved in the process. The important questions being answered by this analysis are who will receive the training and their level of existing knowledge on the subject, what is their learning style, and who will conduct the training.

Do the employees have required skills? Are there changes to policies, procedures, software, or equipment that require or necessitate training?

Analysis of the tasks being performed. This is an analysis of the job and the requirements for performing the work. Also known as a task analysis or job analysis, this analysis seeks to specify the main duties and skill level required.

This helps ensure that the training which is developed will include relevant links to the content of the job. Are the employees performing up to the established standard?

If performance is below expectations, can training help to improve this performance? Is there a Performance Gap? Analysis of documents, laws, procedures used on the job. This analysis answers questions about what knowledge or information is used on this job.

This information comes from manuals, documents, or regulations. It is important that the content of the training does not conflict or contradict job requirements.

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An experienced worker can assist as a subject matter expert in determining the appropriate content. Analysis of whether training is the desired solution. Training is one of several solutions to employment problems. However, it may not always be the best solution. It is important to determine if training will be effective in its usage.

Analysis of the return on investment ROI of training. Effective training results in a return of value to the organization that is greater than the initial investment to produce or administer the training. Use assessment instruments for which understandable and comprehensive documentation is available.

Knowledge, Skills, and Abilities Today's workplace often requires employees to be independent thinkers responsible for making good decisions based on limited information.

This kind of work may require training if the employee does not have these skills. Below is a list of various competencies that employees may be required to posess in order to perform their jobs well.Compensation Analysis System Be prepared before your OFCCP audit. Analyze compensation using Multiple Regression Analysis with unlimited custom factors and pay analysis groups before submitting compensation data to the OFCCP.

EEO & Affirmative Action (EEO/AA) Our dedicated team of EEO/AA compliance experts can work with you to create thorough Affirmative Action Plans, Analyses of Compensation Disparity, Diversity Metrics, and support you through an intimidating OFCCP Audit.

With Benchmark, you can expect an affordable Affirmative Action plan (AAP) that meets all OFCCP audit and compliance requirements for Government Contractors. Mission Statement. The mission of the department of Equal Employment & Affirmative Action (EEAA) is to affirm and promote the University’s commitment to non-discrimination, equal employment, affirmative action, and advocate the rights of all individuals to equal opportunity in all aspects of employment without regard to race, color, religion, sex, sexual orientation, gender identity.

Race-based affirmative action has been losing support in the United States for some time with other “colorblind” methods of admissions gaining ground. But there are still compelling arguments.

An analysis of the affirmative action

Affirmative action in the United States is a set of laws, policies, guidelines and administrative practices "intended to end and correct the effects of a specific form of discrimination" that include government-mandated, government-sanctioned and voluntary private programs.

The programs tend to focus on access to education and employment, granting special consideration to historically excluded.

Florida Affirmative Action laws & HR compliance analysis