Leadership and learning
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This is a good opportunity to learn from your fellow students. The identification of learning needs takes place in many different forms, and the approach taken will depend on the size and sector of the specific organisation so there should be plenty of examples of different types of organisational practice. Remember that even if you work in a small organisation with no formal process for identifying needs, that process will still unfold in an informal and unstructured way. Your responses to the questions posed may take a little longer than those of students whose organisations have formal performance appraisal systems or competency frameworks.
Consider your own experience. Think of the methods and techniques of identifying learning needs used by your organisation or an organisation with which you are familiar.
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Leadership and learning
TM.COLL.W4
Organisations regardless of their size or their sector have to identify their learning needs to adjust for them to achieve their goals. Many methods for identifying learning needs are available for different organisations to help them understand their operations. This paper deliberates on the method and techniques used to identify learning needs in my organisation.
One of the methods used to identify learning needs is through document research. The organisation on various occasions analyses different documents such as business plans, budget documents, quality control documents, appraisals, evaluation reports, goal statements, work reviews, personal development plans, scheduling and staffing reports, customer complaints, critical incidence reports and other business documents among others. Through this research, the organisation is able to identify gaps and areas of strength hence, enables it to strategies on improving its operations (Cipd.co.uk. 2006).
The organisation also use interviews to identify learning needs of parties involved. Interviews take on different forms such as open communication between various people such as managers, supervisors, subject matter experts, colleagues, and other employees. These interviews help in eliciting mixed opinions and information that allows the organisation to identify areas that require improvement. When conducting interviews, it is however important to put to consideration, the cultural diversity of interviewees and to communicate clearly (Cipd.co.uk. 2006). Listening is also a key skill required during interviews to ensure success.
The organisation as well uses observations to identify learning needs. The managers and supervisors watch the way certain tasks or jobs are performed and through this, they learn something that may require adjustment. However, this is unreliable method because the parties being watched may tend to adjust the way they behave especially when they know they are under watch or scrutiny by another person (Augustine-Shaw, 2015).
The organisation as well use surveys to identify its learning needs. The organisation usually sends questionnaires to employees on various occasions asking them different questions pertaining to how they view the operations of the organisation and what they need to be improved (Defence. Gov. au. (2015). The questions as well can be on what the employees feel their learning need among many others. Using questionnaires is cost effective and it allows many people to participate in identifying learning needs.
Experts are as well utilized in identifying learning needs. These experts have in-depth knowledge and skills on functioning of the organisation and performance evaluation. They therefore, help the organisation to establish areas that require urgent attention (Stuebing, Fletcher & Branum-Martin, 2014). The organisation also embraces group discussions in identifying learning needs. Employees together with their supervisors form groups that deliberate on the various aspects that affect them as well as areas they perceive require adjustments. Group discussions are appropriate since they enable employees to raise their issues affecting them (Hr. guide. com., 2015).
Other techniques that the organisation utilizes include, review of work samples, focus groups, and consultations with people in key positions and use of information boxes designated in various strategic positions in the organisation. These methods and techniques play a critical role in conveying information that helps to identify different learning needs.
In conclusion, organisations face many issues and challenges. Due to changing trends and way of lives, they must always remain abreast with the changes. Therefore, it is prudent to adopt suitable methods and techniques to identify their learning needs to remain competitive. These methods are appropriate but should be utilized on various occasions and situations as deems appropriate to ensure achievement of their goals and objectives.
References
Augustine-Shaw, D. (2015). Leadership and Learning: Identifying an Effective Design for Mentoring New Building Leaders. Delta Kappa Gamma Bulletin, 8192), 21-30.
Cipd.co.uk. (2006). 4 identifying learning needs in organisations. Retrieved from: http://www.cipd.co.uk/NR/rdonlyres/BAE22874-1D3C-4912-BBD9- 1C14803E8A44/0/1843981645sc.pdf
Defence. Gov. au. (2015). Chapter 13 Part 1 Section 2 – Methods for Identifying Learning and Development Needs. Retrieved from: http://www.defence.gov.au/dpe/pac/DWRM/DW_13_01_02_ln_identify.htm
Hr. guide. com.(2015). Needs Analysis: How to determine training needs. Retrieved from: http://www.hr-guide.com/data/G510.htm
Stuebing, K., Fletcher, J., & Branum-Martin, L. (2014). Evaluation of the Technical Adequacy of Three Methods for Identifying Specific Learning Disabilities Based on Cognitive Discrepancies. School Psychology Review, 41(1) 3-22.
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