Identify and retrieve one peer-reviewed academic journal article and one professional or trade journal
article.
Reflect on how learning needs are identified in your organisation or an organisation with which you are
familiar.
Critically evaluate methods for identifying learning needs in your organisation. In your analysis, address
your own research within the topic.
What is the common understanding of learning needs?
How could ideas from the literature be used to improve practice in your organisation?
Which approach is reflected by your organisation: the comprehensive approach, key task approach,
problem-centred approach or competency approach, or none of these?
What are the reasons for the approach adopted by your organisation?
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Introduction
Learning remains an essential element in achieving the objectives of an organization and
improving its –performance as well. It has the potential to link the gap between an organization’s
current capacity and the need to deliver an organization’s business results (Heorhiadi, Venture, &
Conbere, pp. 5-9. 2014). This paper, therefore, seeks to determine an organization’s learning
need. This can, however, be achieved once the learning requirements of the organization are
identified through a learning needs analysis.
How Learning Needs Are Identified In an Organization
It is critical to determine the fact that effective learning remains an essential business
strategy. Our organization has developed approaches to targeting, prioritizing, planning,
monitoring and managing with the aim of ensuring that the return on its investments is made.
However, our organization realized that its output was not consistent as required (Heorhiadi,
et.al). Through the help of a business advisor, we were able to discover that the identification and
development of the personnel’s skills, abilities and knowledge was the only robust approach to
achieving our goals and objectives.
Through a learning needs analysis, our organization was in a position to continuously
identify its needs. This process involved assessing the capabilities and performance, listening to
colleagues, looking out for changes in the market and competitor activities, and maintaining
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awareness of the business activities (Lennie, Tacchi, Wilmore, & Koirala, pp. 325-343.2015).
According to my findings, it is also essential to mention that the learning needs analysis also
considers the monitoring and review of the impact of the current development and training
activities within the organization.
The Common Understanding of Learning Needs
Learning needs is mainly used to refer to what happens with the knowledge an employee
receives from training. Learning occurs only when the individual is in a position to apply the
knowledge gained to their work situations (Lennie, et.al). A learning need, therefore, alludes to
an identified gap between an organization’s current level of performance and the required level.
The necessary level, in this case, could mean either the performance of the organization is
dismal, or it has not reached the satisfactory level.
The needs analysis as determined in this paper can be applied within the context of our
organization with the aim of growing the business functions (Quinn, pp. 34-48.2015). Once the
needs are identified, the organization would, therefore, embrace the process and develop an
environment through which continuous improvements are made with the aim of ensuring
individuals can focus on their own competencies.
The Approach Reflected By Our Organization
Our organization chose the competency approach in determining its needs. Through this,
our organization has a developed set of personal competencies that are aimed at suiting its needs
(Quinn, pp. 34-48.2015). This approach has benefited our organization in describing both the
knowledge and skills required to satisfactorily achieve the organization’s goals and tasks.
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The competencies of every worker within the organization are therefore identified and
designed in a manner that combines the job specifications and typical behaviors (Robbins, pp.
21-25.2009). The competency approach in spurring the learning needs is based on the fact that
they are observable, practical and directly linked to the job to be completed. In some instances,
the competency approach remains impersonal since it is able to determine the workers who are
competent and those who are not yet competent.
Conclusion
Learning remains an essential element in achieving the objectives of an organization and
improving its –performance as well. In order to achieve the results of learning need,
organizations need to carry out an analysis that identifies its needs before taking any approach.
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References
Heorhiadi, A, La Venture, K, & Conbere, J 2014, ‘What do Organizations Need to Learn to
Become a Learning Organization?’,OD Practitioner, 46, 2, pp. 5-9, Business Source
Complete, EBSCOhost, viewed 4 September 2015.
Lennie, J, Tacchi, J, Wilmore, M, & Koirala, B 2015, ‘A holistic, learning-centred approach to
building evaluation capacity in development organizations’, Evaluation, 21, 3, pp. 325-
343, Academic Search Premier, EBSCOhost, viewed 4 September 2015.
Quinn, C 2015, ‘Learning Needs A Revolution’, Chief Learning Officer, 14, 7, pp. 34-48,
Business Source Complete, EBSCOhost, viewed 4 September 2015.
Robbins, P 2009, ‘Performance proficiency as a measure of learning needs’, Performance
Improvement, 48, 3, pp. 21-25, Business Source Complete, EBSCOhost, viewed 4
September 2015.
