Learning Needs Analysis - Assignment Example

Name Course title Instructor Date Learning Needs Analysis 1. An explanation of why learning and development needs arise for individuals and groups (3 reasons for each). Learning and development needs are synonymous with the advancement of technology that instigates the need to upgrade applicable knowledge. When new technologies are incorporated into our work stations it is important that individuals upgrade their knowledge to remain relevant in the line of work. Individuals may need the development of learning because of language differences in new work places; the individual will therefore learn the common language to ease communication with colleagues. Learning may also be instigated by personal need to advance career prospects or to achieve promotions at the work place. The individual is then obliged to enhance his knowledge and skills to match the qualification of the position desired. Groups may need further development in learning to meet the skills required to apply new technologies in the work place. The employees affected with the technological enhancement will therefore need training to work efficiently and effectively and to make the most of the new technology. Secondly, groups of employees that are new to the company will need training in form of induction programs to introduce them to the company’s strategy, vision and values. This training will also create awareness on the frameworks that guide the company’s structure. Thirdly, learning can be insightful to employees; this is done by regularly inviting guest speakers to the work station. Through this the employees get knowledge of emerging trends and interesting topics relating to their field of work. 2. A description of 3 methods that can be used to identify learning and development need Performance management and development system This system is used to identify individual learning needs by interactive dialogue between the individual and the superiors. The existing knowledge and skills are evaluated in comparison to the job requirements with regard to the competency plan of the department. Training needs analysis This method assesses the departmental capability levels, this means that the development needs assessed are required for efficient departmental management of current business. The training need should also make the company able to counter future challenges by identification of the gap between what the company needs and what is available. An audit of skills is performed to determine the current situation as pertaining to the available skills. Exploratory interviews This method is designed to gain insight in the reference of the interviewee by a selection of interview skills which stimulate the perception and emotional valuing of specific topics. The results obtained are mostly considered as personal opinions or perception of the topic by the interviewee and are not comparable against any standards. The technique employs connecting questions and reflections to reach into the emotional perception of those involved (Saunders, Brown and Eardley 20). 3. An example of a learning needs analysis, with a discussion on how the learning needs were identified, analyzed and prioritized for one or more individuals and the learning solutions proposed. Learning needs analysis This leaning needs analysis was done for individuals at an Information Technology company. The analysis begun by appraisal and supervision meeting through which the individuals reflected on their own learning needs as per their work objectives. They were required to identify the additional skill that would improve their overall performance; this was done in close consideration of their career objectives and ambitions. The identification of needs was not only about what is to be learnt but also how best to learn it, the previous learning sessions of the individuals then became important. The needs were prioritized by consideration to the impact that the newly developed skill will have on the individual’s performance. A cost benefit analysis was also done as well as the urgency and importance of skills to the company’s vision. After analysis it was recommended that generic training precedes any future training, face to face training is to be implemented but other flexible modes of training are also acceptable. 4. Describe your understanding of 3 theories behind conducting learning needs analysis Honey and Mumford, Honey and Mumford proposed four learning styles, activists, theorist, pragmatist and reflector. This theory emphasizes on the difference of learning ability and for efficiency; each learner has to understand their own learning style and seek out opportunities of using the learning style. To become a better learner one should be able to learn in other styles too. The learning styles had different definitions according to Mumford and Honey with the activist begins a learner that is actively involved in new experiences. Activists thrive on new challenges and get bored by the implementation of the ideas. They seek to get involved with other people but still maintain the center of the activities to themselves. Pragmatists prefer to apply new learning to actual practice to see if applicable. Their preferred mode of learning is laboratory experiments, field work and they look for feedback from the tasks at hand. Pragmatists are keen on trying out new ideas and are impatient with ruminating discussion. Essentially they are practical and respond to problems as challenges. Reflectors are laid back and observe problems from many different perspectives. They learn from observation activities and review, this is done by use of journals and brainstorming. They take the back positions in discussions and observe other people while maintaining a low profile. Systematic learning theory Systemic theory relies on the fact that several elements in the learners’ environment interplay in the overall learning and close consideration of the elements can be used to create efficiency in learning. All the elements involved are interdependent and interconnected; any change in one element potentially creates changes in the other elements and therefore the whole learning process. Learning is therefore cyclical and interdependent on all the factors that affect the individual’s life. From the factors the individual will gain experience and undergoes a period of reflection and observation on the difference that an occurrence has imposed on the individual. After this there is a period of abstract conceptualization where the learner attempts to develop a theory of what has been learnt. There then follows experimentation of the learnt skill, wherein the learner tests the theory for any forthcoming experiences. Herrmann Brain Dominance Instrument (HBDI) This theory stipulates the role of the different parts of the brain in our learning process. It employs a series of questions that assess the preferences that individuals have for thinking in the different brain quadrants. Everyone can flexibly change from one quadrant to another and adapt their preference of others. It is important that in training, information is presented in a way that recognizes and is compatible to clients’ preferences to meet the individual’s needs. HBDI therefore emphasizes on the different strategies used to show the quadrant of the brain that the learner relies on the most. With this knowledge the instructor can directly communicate to that quadrant of the brain and these results in enhanced teamwork. HBDI has been proving to increase communication and creativity in learning and development. 5. Explain your understanding of factors including equality of opportunity and access in relations to learning needs analysis Equality of opportunity is important to create a well-motivated staff of able and enthusiastic people who are driven strongly to get ahead in life irrespective of their backgrounds (Spierings 51). The opportunity can be described in terms of the frequency with which one climbs the social ladder to higher ranking despite the conditions under which they begun. Inequalities may arise due to structural aspects such as education health and employment. These cannot be corrected by passive redistribution as they are based on the market; passive redistribution acts as an anesthesia but in reality the problem of inequality still exists. The inequalities should be countered straight from their causes either by legal means or by behavior modification. Failure to do this result in to reduced mobility and thereby mystifying the whole idea of equality. This psychological reappraisal destabilizes established community expectations and negatively impacts on the social togetherness. It is important to have government intervention to ascertain social mobility and make the equal opportunity a reality (Teese 105) The Equal Opportunity Act is a means of strengthening laws against discrimination by modification of key definition and thereby creating new responsibilities form the commission. This law has also strengthened the commission’s role in identification of cases of discrimination and development of community identity. The main objective of the equal opportunity act is to encourage the elimination of discrimination and victimization and their root causes and also to promote and facilitate the progressive realization of equality. With its enforcements there is an effective resolution of disputes with allocation of tools to facilitate best practices and compliance. This act illegitimacies discrimination of people based on the personal characteristics as prescribed in the equal opportunity act of 1995. It also prohibits sexual harassment and victimization for speaking about their human rights. This act allows the intervention of the commission into cases of equality whenever need arises. In the act it is unlawful to discriminate against colleagues on basis of private life or social status. Other issues that should not be discriminated upon are pregnancy status, race or any form of impairment. The Health and Safety at Work Act is a legislation that protects the occupational health and safety; it is enforced by the health and safety executive. The statutory acts are secondary legislation made to cover a wide range of aspects from escape from mines to health effects of asbestos. The Health and Safety at Work Act provides a framework that protects the health of employees when undertaking any work activity. This act also covers anyone who is affected by the work being done and is not actually taking part in the work. The law ensures the uttermost welfare of employees as far as reasonably practicable. It also allows consultation with trade union officials on issues pertaining to health and safety at work (Tiffen and Gittins 78) All those who will be affected by work activities are also protected from any harm however vulnerable they may be. It is the duty of the supervisor or the overseer of the work place to ensure that the work environment is not posing a danger to the workers and the society around the work place. This is to say that the work place must not be providing emissions that may harm the people around the work place. The employer is charged with the responsibility to take care of him or herself while at the work place by conducting risk assessment in a bid to reduce the possibility of occurrence of accidents. The employer should ensure implementation of the health and safety act and monitor and review the implementation. The staff that is hired should be sufficiently qualified to follow the act as is stipulated in full cooperation with the other staff and the employer. 6. Mention 3 learning methods and discuss their pros and cons. E learning E learning is a term used to describe the electronic nature of online facilitated education. This mode of learning enables the student to enroll and carryout learning processes remotely by the use of the internet. The student enrolls in classes that are carried out completely on the internet and can be accessed worldwide. Learning institutions that offer this learning mode are called online colleges or universities, these institutions heavily depend on the students own motivation or self-drive to achieve academic goals. Pros of e learning Online education is now popular and is taking over the distance learning system as hectic lifestyles hinder students from attending classes. This mode of learning is preferable as there is reduced need for bridging the distance barrier between the tutor and the learner. The student does not have to travel long distances to physically attend a learning session; learning sessions are conducted from anywhere with the aid of technological advancements such as internet chat, real time lectures and webinars. Secondly, students enjoy flexibility in learning process as they are free to dictate their own learning pace as opposed to the contrasting traditional system of learning. The latter restricts students to finish their assignments or learn a particular subject within a specified period of time. In as much as the online education also has deadlines given on assignments, students are free to finish their assignments at their convenience within the stipulated deadline. Students benefit from the ability to balance all aspects of their lifestyles and still concentrate on their studies. Online education allows students to balance family, work, and studies and thereby academically achieve without neglecting any area of their social development. This contrasts with traditional methods of learning that detained the student at school for a large part of the day and creating an image that their studies was the only part of the life for as long as it lasts. Cons of e learning E learning is however disadvantageous as it lacks the tutor student interaction that reinforces the content learnt. The online interaction cannot be taken to substitute effectively, the social interaction that takes place in normal learning settings. The instructor does not develop a relationship with the student and vice versa. Online education providers may also lack proper accreditation to offer the course content the students are demanding for. It is easy for the students to fall victims of fraud to uncertified universities whose certificates have no value in the job market. This demerit mainly affects those who hope to seek employment upon completion of their studies with online universities. On job training This mode of learning is used to add value to employees in their place of work. The part of the instructor is taken by an experienced employee or a professional trainer and may use traditional methods such as classroom training. The employee is restricted to work according to the laid out structure in tasks lists or lesson plans Cons of on job training Employee training is disadvantageous in that it increases the company’s expenditure and narrows the profit margin. The employees may also feel demotivated as their prior training is deemed to be useless or insufficient and therefore they should be polished up to keep working in the same company. The company may also loose in cases of poor employee retention, when the staff transfer their services to other companies, the investment made in training is lost to the new company (Shah and Burke 87). On job training lacks certification and therefore cannot be quantified and is equally unjustifiable. The employee does not gain in terms of improvement of credentials as is the case with institutional training. Pros of on job training The training can be specified to the areas in which the employee lacks enough knowledge and therefore the employee learns only what he or she did not know how to do well enough. This mode of learning also heavily relies on practical applicability of skills and not theoretical knowledge, employees therefore become more hands-on in their work. Employee relationships with the supervisor are also enhanced as they take the position of mentor and give the employees a figure to look up to. Mentoring Mentors are responsible for tutoring others and help to solve problems by training in skills or behavior modification. Pros of Mentoring The pros are that it applies personal attention to the trainee and provides immediate feedback on issues arising. The trainee is also able to get clarification on information concerning structural organization. Cons of Mentoring The cons are that the training may suffer interruptions in cases where the mentor has transferred away from the trainee. In cases where the mentors themselves are of low integrity then the trainee may follow suite and pick bad behaviors. Works cited Saunders, jones, Brown, Jason, and Eardley, Tony, Patterns of economic and social participation among FaCS customers, Policy Research Paper no. 19, Canberra. Department of Family and Community Services, 2003. Shah, Rahul. and Burke, Gerard. Labour mobility, paper presented to ALMR workshop, December 2004. Spierings, Julia. Make your own way there: an agenda for young people in the modern labour market, Dusseldorp Skills Forum, March. 2002. Teese, Richard. Academic success and social power, Melbourne, Melbourne University Press, . 2000. Tiffen, Rodney. and Gittins, Rose. How Australia compares, Melbourne, Cambridge University Press, 2004 Read More