Methods for Identifying Learning Needs into Organization - Essay Example

Undertaking Learning Needs Analysis Students Name: Institution Name: Undertaking Learning Needs Analysis The process of learning in an organization is a necessary precursor for development in terms of achieving the stated objectives and witnessing organizational development. Fulfilling learning needs is very significant in filling the gaps that are created by the current rate of technology development and globalization in general. When technology improves at the rate that it is moving by currently, informational gaps are created thereby imposing the important need of covering these gaps through learning. Organizational learning is done through both at the group level and individual level. Learning needs in any organization are fulfilled in a series of three simple steps. The first step is to identify the required changes. The second step is to implement the steps and the third step is to evaluate whether the changes sponsored by organizational learning are effective. As an important component of the business strategy, efficient organizational learning is very significant for business development. Amount spend per person in terms of learning is considered as a major investment which is expected to lead the future growth of the organization. Learning needs at the organization are defined at three levels. The first level is where major organizational restructuring, certain technological advancement or new rules introduced to the organization foster the need for learning in an organization. The second level is when the new job specifications are introduced. The third level used to defining learning needs is when an individual or a group shows substandard performance or when a person has been promoted to a new job. It is therefore important to promote organizational learning at both individual and group levels in order to achieve the required performance standards. Performance standards may be improved based on the existing ones or the organization may opt to set new standards to accommodate the new mission and objectives set (Grant, 2002). Methods for identifying learning needs in an organization There are a number of ways in which learning needs both at the individual and group level can be identified in a fully functional organization. Different mechanisms are used to identify learning needs for individuals and they include procedures such as self assessment to identify the required skills for organizational development. Self assessment can be done based on the current and future objective framework of the organization. Self assessment provides a room for determining focused individuals in an organization. Unfocussed elements that hide behind groups can also be identified and the necessary procedures taken to help them assist the organization to attain certain standards. A session of brainstorming for all group members can be effectively used to point out the specific strengths and weaknesses of each member. Team leaders can use these to categorize organization members into various categories according to their specific needs. The brainstorming session can also be used to determine the specific needs that an organization requires to achieve certain development. SWOT analysis can be used on the individual perspective to fulfill the assessment requirements. Each person can fill in the strengths, weaknesses, opportunities and potential threats as a form of self assessment. SWOT analysis is therefore very effective in identifying the specific requirements to enable an individual undergo organizational learning (Grant, 2002). Other possible mechanisms that can be used to identify learning needs for organizational members include describing of job positions and assessment of employee experience and qualifications. Assessment using the above mentioned criteria can be used to understand what specific needs each employee needs to cover in the learning/training session before being promoted or assigned a specific organizational task. Comparison between two methods of individual training For more advanced organizations, simulations which emulate the real working conditions can be used to train an individual specifically to attain the required organizational standards. Simulations equip the learner with the specific needs of the task ahead. For instance in the airline industry, pilots or astronauts can use simulation equipment to represent the real world. Another possible way to achieve individual training in an organization is through using the on the job mechanism. With this particular mechanism, organizational members are assigned to work on particular new assignments as their only means to gain first-hand experience in learning new things. On the job learning experience is more fruitful in terms of developing the experience of the newly promoted members. When compared to simulation, the needs of organization in terms of experience are fulfilled. On the other hand, simulation is safe. On the job training creates a room for employees to make errors that can affect the functionality of the organization (Grant, 2002). At the group level, technology based training such as online learning can be used by organizations. Through online learning, groups can complete certain tasks to indicate that they are within the organizational requirements. Another possible way is through the use of coaching or lecturing where organizational members are put in classes that aim to cover specific needs. Lectures are very effective but the organization has to allocate more time for learning activities. Online platform does not require physical appearance which indicates that learning process does not necessarily interfere with working hours (Grant, 2002). Factors considered when recommending a learning process A number of factors are considered and they include communication channel as the most basic one. Communication is a significant part of learning. Individual needs are also considered to determine whether a person needs to learn individually or learn within a group. Most of the basic needs are generalized where members are put into groups. Some of the complex needs require one on one mechanism for efficient personal development in terms of the organizational requirements. The specific objectives of the organization also do play part in deciding the exact learning solutions for the organization. Complex objectives require complex solutions to attain the proposed organization standards (Grant, 2002). Opportunities to accessing learning requirements within the organization lie with the management. Leaders are obliged to providing equal opportunities to members to ensure unity and achieve the required focus within the organization. Failure to do so may result in conflicts which may hamper the development process. Results of undertaking training needs within an organization Results of a particular process within an organization can either yield positive or negative results within an organization. Positive results are mostly associated with positive processes such as employee development programs. Fulfilling the training needs program ensures that organizational members remain productive in catapulting the entire organization towards the way of success. One of the positive results associated with undertaking training needs analysis is the improved performance within the specific job categories. The improved performance is a guaranteed result because the need training programs concentrate on the specific needs and areas of weakness that mostly affect efficient delivery of services within organizations (Grant, 2002). The other positive result associated with undertaking training needs within an organization is the fact that the transition process targeted by the organization is achieved faster. Once employees and other organizational members are incorporated in this particular program, they become aware of the new requirements and how to fulfill them. With enough knowledge before they begin implementing the program, the transition period is speeded up the time it is fully launched. Compared to the organizational environment where no analysis is done, the training needs program is very superb in ensuring that the needs to be fulfilled are availed to members before the actual project kicks off (Grant, 2002). The minimization of risks associated to the transition process is also another positive result associated to the undertaking of the fulfilling learning needs program. The risks associated with the transition program can be very catastrophic to the entire organization when the program backfires. However, through the learning needs program, risk are kept to the minimum with each member knowing their specific roles before implementing fully the advancement program. Preparation of organization members is very significant to the success or achievement of the stated objectives. Undertaking the learning needs analysis ensures that managers are able to maximize and lead successful implementation programs. Implementation of new programs in any organizational set up requires leaders to create an awareness program that prepares members for what is expected of them. The need analysis program ensures that managers know what exactly to expect from their members (Grant, 2002). Recommendations and justifications Undertaking a learning needs analysis is very important to the development of an organization successfully. The analysis ensures that leaders are able to know the exact requirements of their members in terms of their development. The program therefore positively prepares the entire organization of complete specifications to implement in terms of complete organizational development. Since this program completes a certain development cycle within the organization, it is important for managers to propagate it for efficiency to be achieved. Managers/leaders should therefore be able to use specific tools that enable them to locate the needs of employees easily. Leaders should also develop specific mechanisms that are able to identify specific needs that suit individuals and groups separately. In a nutshell, the needs analysis program is very significant for managers to identify specific needs for their members before implementing expansion program (Grant, 2002). Reference Grant, J. (2002). Learning needs assessment: assessing the need. Bmj, 324(7330), 156-159. Read More