Person analysis is an essential part of Human Resources Development (HRD) programs as it helps to identify areas where training and development are necessary in order to effectively meet the needs of the organization. Person analysis can be used to identify skill gaps, analyze current performance levels, assess learning capabilities, and more. Here are two conditions when person analysis should be critical for the development and delivery of HRD programs:

First, when a company is introducing or updating technology within their organization. Technology can quickly become outdated if not regularly updated or maintained which can have a serious impact on productivity and efficiency if not properly addressed. By conducting person analysis of current skillsets, companies can better understand which employees need additional training before implementation in order to help ensure that everyone will be able to use new technology correctly with no disruption.

List and justify at least two conditions in which a person analysis would be critical to the development and delivery of effective HRD programs.

Second, during times of organizational change such as mergers or acquisitions. During these periods it is important for companies to consider employee morale, motivation and engagement levels – all qualities that would be evaluated through person analysis. Doing so will allow organizations to identify any underlying issues that must first be addressed before successful integration can occur while also helping employers create effective strategies tailored towards maximizing employee engagement throughout transition process.