Explain three reasons why learning and development needs may arise in your own organisation. Include examples for individual and group needs.
Individual |Group | |New role / Job change |New product / equipment | |New system / technology |Change of regulation / legislation | |Change of policies / procedures |feedback |Examples: 1. Learning needs may arise because of a decision to do things differently. We recently decided to change how we record delegates on training course. Instead of using Excel trackers we now going to use Access, which make our system booking much easier.
2. If an individual is appointed to a new post in a different sector, that individual will need to have an understanding of what the sector is dealing with. That could lead to a training need. 3. Individual/Group: Introduction to a new appraisal process has been put in place within my organisation.
Managers across the department need to understand what is expected of them and then cascade to their respective team. II. Describe at least three methods of identifying learning and development needs and identify the advantages and disadvantages of each. 1. Appraisal Through appraisal’s meeting you clarify and agree objectives that an individual needs to achieve. You will look at what they need and discuss the skills and knowledge needed to achieve those objectives.
If they haven’t, that is a Learning need. Advantages Development need will be identify and plan accordingly DisadvantagesDepend on how good the manager is. Ongoing conversations need to happen regularly. 2. Feedback MENTOR.
An individual will have to have access to the Finance IT system, they have to successfully complete the course and trainer/facilitator assesses whether the individual has demonstrated his/her full understanding of the system – If he/she hasn’t, a feedback will be provided on the area that he/she needs to improve before he/she been given access to the system. Advantages Trainer/facilitator is an expert, therefore is able to give an accurate assessment. DisadvantagesPeople know they been assess, so they will be nervous on the course. 3. Skills / Knowledge Audit In our organisation we have a Skills Audit of our professionally qualified people. We use that for recruitment, succession planning and allocating people to roles.
If for example new policies have to be implemented within the organisation; we will know who to match to this project. We do not have a skills audit on those general skills i. e. : good speaker or PowerPoint skills. Advantages Professional qualified people will be able to e allocated on priorities changes. DisadvantagesNot having a record on other knowledge, make it very difficult.
The reason we do not have it is because people do not trust what we going to do with it. They fear to have more work/task or be placed on jobs that they do not want. As an organisation we don’t know if we have the right number of people with the right skills. III.
Compare different methods of meeting learning & development needs for individuals and groups. Compare a minimum of 2 methods for individuals and groups. Different methods of meeting L&D needs for individuals: Appraisal: This is a method that we currently use in my organisation.It is fundamental as it helps all of us understand what is expected of us and how we can develop our skills. Assessment and Development Centres: Are places where members of staff will go to assess their skills, knowledge and behaviours required by the job.
Although our organisation is at an early stage of using Assessment and Development Centres, we launched our first Gateway assessment in February; this was designed for Executive Officers staff wishing to apply for higher position. If a candidate successfully passed the tests he/she will be able to apply for High Executive Officers roles despite the fact that he/she still has an EO position.This method only helps organisations to determine and match people skills, knowledge and behaviours with a specific role; it also helps to identify learning needs on those who was unable to achieve the tests to the required level. This is why Appraisal is a fundamental method for my organisation not only because it provides us with a clear picture of what is expected of us and how we are performing against these expectations, also helps identify relevant learning & development needs but most importantly helps understand and have a clear line of sight between the Organisation mission and objectives and our contribution.Different methods of meeting L&D needs for groups: In my organisation things are operated differently in terms of meeting learning & development needs for groups.
We are a government organisation. We rely on business partners to communicate what keys priorities been decided. L&D groups ’needs are determine according to capability strategy. IV. Explain 4 factors that should be considered when recommending learning & development solutions for individual or groups. Two of these factors should relate to equality of opportunity, or access issues.
. Cost/budgets: Value for money – available funds 2.Timing and time scales: Is the training needed immediately 3. Organisational/departmental/team objectives: Understanding priorities and how these support the organisation objectives 4. Equality of opportunity: it is unlawful to unfairly discriminate against anyone because of one, or a combination of the following characteristics – age, disability, gender, race, religion or belief, sex..
. Making sure that recommendations solutions would be open to all.
