Undertaking a learning needs analysis for organizational development

¶ … Samir) Zidany

STUDENT NAME (print): SAMIR ZIDANY

PROGRAMME START DATE: March 11th, 2012

PROGRAMME TITLE: CIPD Certificate in HR & L&D Practice

COURSE LOCATION: Dubai- Rotana Tower

PERSONAL TUTOR: Keith Reynolds

Undertaking a Learning Needs Analysis

SUBMISSION: 1ST 2ND Extension (delete)

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Assessment 5: Undertaking a Learning Needs Analysis (3LNA)

Elective Unit for CLDP

Learning outcomes:

1. Be able to identify the learning and development needs of individuals and groups that reflect individual and organisational objectives.

2. Be able to recommend appropriate learning and development solutions to meet the identified needs of individuals and groups.

All activities should be undertaken.

Activity A -- 1000 Words

You have received an e-mail at work asking you to explain how learning events are designed for different groups within the organisation.

Write a briefing note to the managers in your organisation (or one you are familiar with) in answer to the query. You should include in this briefing note:

1. An explanation of why learning and development needs arise for individuals and groups (three reasons for each),

2. A description of at least three methods that can be used to identify learning and development need,

3. An example of a learning needs analysis (ideally, a real example) with a discussion on how the learning needs were identified, analysed and prioritised for one or more individuals and the learning solutions proposed.

References:

http://www.assetproject.info/learner_methodologies/before/learning_analysis.htm

http://www.opito.com/uk/standards-and-approvals.html

Learning needs analyses are undertaken in industry and business to determine the gap between the existing skills, knowledge and abilities of staff and those that are needed for the organisation to function at the desired level. Once this gap is determined, decisions can be taken as to the type of training required (if this is the preferred action) and the form of delivery.

Once realized these needs should be analysed by ways that can be trusting and helpful for employees; feedback of supervisors, market surveys, employee satisfaction surveys and performance appraisals can be the tools to identify learning needs.

Weatherford has a contract with OPITO to identify the requirements. OPITO purpose:

Business Plan: OPITO aims to improve safety standards, enhance the talents of existing staff and remains committed to developing a safe and skilled sector. This is achieved by identifying the core needs of the industry.

Business Model: The company is a not for profit organisation and reinvests any additional funds to further meet skills shortages and potential further demands. It guarantees employer leadership and future investment.

Benefit for Industry: Provides an effective tool to ensure there's a continued development of a safe, skilled workforce. It also promotes the industry as the right career path for youngsters to help meet any future staff shortages. OPITO also work in alliance with industry experts to develop new products that meet Weatherford to grow further in a cost effective manner.

The need for Individual and group LNA may arise due to;

Reason

Individual

Group

Change in Technology

Enhancement in Technology and innovation should not be limited to technology firms or .com companies every company including companies in oil industry must upgrade the technology in use and then train their employees for more efficiency. This need should be realized by employees themselves and the fact that such an enhancement of skill would benefit individuals in future. For example SAP trainings are valued by employees because this tool is valued in the market and can give them more job options.

A change in technology sometimes also means a change in the way groups used to work. A need must arise when groups are not producing results, there is less or ineffective measures in the technology on which they were working or it was ignored due to complexity and paper-based workarounds were introduced in order to avoid checks established in the system. Upgrading hardware with a change in software is sometimes necessary if efficiency offered by software is dented due to hardware.

Satisfaction / Motivation

Besides a pay, benefits and lifestyle offered by the company, individuals have an aspiration to learn new things, new techniques and learn to be better leaders so they can become important members in the society and in the organization fulfilling their expectations and potentials. Such a need exists in all employees.

A learning culture triggers innovation in groups and results in better ways of doing things. Such needs arise individually but group realization triggers change in working ways; such needs and timely fulfilment keeps the group together and motivated resulting in more productivity.

Methods to identify learning and development need in Weatherford:

1. Interview:

It one of the most important methods that Weatherford use. Interviews allow the assessor to meet