Learning and Development Needs for Individuals - Assignment Example

Name Institution Tutor Date Activity A Identification of learning and development needs are based on conducting formal and informal assessments of current skills, knowledge and attitude. This has a major view on current and anticipated gaps to provide information on decisions in relation to learning provisions which are required at individual or group levels. Learning needs analysis can be viewed as a health check on the skills, capability and talent of individuals and groups in an organization for development of policies and programs to enhance operations. The analysis has a base on systematic collection of data on the existing individuals and groups, their personal needs and organizational requirements with a view at the required needs and demands to achieve the intended goals and objectives (Amy 25). Such analysis and program should flow from the strategies of the organization and must factor in issues ensuring that there are sufficient skills and quality to sustain the entity. There is also a need for the organization to ensure that statutory standards are adhered to at all the times. Learning and Development Needs for Individuals The learning and development needs of individuals are important and should be identified and documented to ensure that proper training meeting their needs is applied. With proper documentation the needs will enable good mechanism for implementation of learning techniques to individuals hence meeting their points of need without compromising the quality of training offered. Therefore proper collection of data will ensure that the needs of individuals are properly factored in the training and development procedures (Serpell and Bozeman 12). The needs of individuals cover a large array of factors which influence performance and general development of production and management as a whole. Individual needs include; career needs, development needs, physical needs, emotional needs, literacy needs, qualification needs, personal needs and language needs. These needs are various and depend on other factors of an individual like culture, religious background, attention span, literacy level and the general career aspirations. Learning and Development Needs of a Group Learning and development in group can be factored in when the group are working with a common interest or in one organization. The needs are important so as to evaluate skills, knowledge and behaviors that a group need for effective operations and running of entities. Organization therefore when analyzing group needs should look at the departmental level, management level and individual level so that they can effectively develop programs which are sustainable. These levels are interlinked and one has a massive effect on the other (CIPD 12). Methods for Identifying Learning and Development Needs Generally methods that can be applied include; Analysis of existing strategies and plans for identification of what skills are needed to deliver the needs efficiently Development of questionnaires whether paper based or online Individual level interviews Focus groups through facilitation of small group discussions There are numerous processes that can help in identifying of learning and development needs of individuals depending on the level of maturity and learning needs to be factored. The method has to be comprehensive and efficient ensuring that all the factors are covered in analysis so as to meet target and objectives and the organization. The data collected from the analysis has to be equally invaluable to enable effective decisions to be arrived at. The process of assessment has to ensure that quality information is obtained for purposes of decision making and development of individual needs and organizational benefit as a whole (Executive Health 15). Learning and development needs require that a thorough and transparent documentation of information is carried out with an aim of meeting the requirements and options targeted before commencing the recording of information. An enrolment process should be developed and operational zed in a way that it is able to be used in identification of various needs of the participants. With the application of needs provided above the operators and facilitators should capture the needs of the learners. A consultation process with trainers and assessors should map out the needs of individuals against established levels of competency. Facilitators should ensure that the learning plan, course documentation and assessment plan are in alignment with the needs identified so as to be able to meet the needs and targets of the learners (Strong, Fletcher and Villar 8). The planners and facilitators have to ensure that the enlisted in the unit cover competency requirements and learning needs factoring in the learning needs of a large population of individuals. In the identification and documentation it is a fundamental need that equity and special needs are addressed comprehensively. The developed system of identifying the learning needs of individuals has to be equitable and factor diversity through various mechanisms without biasness and course that meets the needs of learners through; Review of function of candidates when applying for jobs Review of career aspirations of the candidates Review of critical components of the job and the relationship to the overall performance Ensuring availability of additional material to the learners Tutorials in a range of formats have to be available for the range of learners Healthy atmosphere for engaging the learners has to be developed and nurtured through provision of positive learning environment and nurturing responsive learning experience to the candidates’ (Strong, Fletcher and Villar 50) .Equally the organization is to identify individual needs and special needs of learners with a goal of attempting to meet them and the points of utmost need. The trainer has to be critically reflective looking into the needs and responses of the learners and meeting the necessary adjustments to ensure that the goals and objectives are met in a sustainable and friendly manner. Finally the organization has to create a flexible and accommodative environment for learning so that the people may feel part of the learning and development processes. The needs of the learners need to be met both relating to improvement of organizational performance and personal needs assessment (Serpell and Bozeman 7). Sample needs analysis Rethink is a leading Mental Health in England and Northern Ireland and has collaboration with over 350 Mental Health facilities in the country (CIPD 44). The support it provides include day care center, employment scheme, advocacy and telephone help lines. Training needs analysis cam with the following findings; Solutions to impacts of developing skills which were found as the missing factors in the level of knowledge of the volunteers The costs and benefits of developing these skills Which of the skills are most important for the long term goals of the project Which of the skills are the most urgent to learn and develop The potential gains from developing the above needs and offering long term and sustainable solutions included; Reduction of turnover, minimal recruitment and training costs Higher levels of skills hence efficiency and reduction of errors Reduction in accident and breaches to rules and regulations Higher levels of morale and motivation Quality of service improvement Sustainable and succession planning Training and learning interventions have to factor in issues of cost benefit analysis and the welfare of individuals and organization as a whole (Friedman 43). Proposed Solutions The institution must factor in the learning and training requirement of individuals and those with special needs. The learning process must be flexible and participatory to enable understanding and mastery by all the attendants and trainees Motivation of learners to improve their morale and aspirations to develop The learning process should not be complex and strenuous to the learners Thorough review of skills and knowledge required by the participants Part B Honey and Mumford’s theory gave people general questionnaires that inquire about personality and general understanding of learning. This approach postulates how people refer to learning depending on experience and knowledge. This approach bases on peoples experience and reflecting upon them. This is followed by theorizing and drawing conclusions used to make decisions and conclusions. Based on application of the experience learners can move in the circle and develop knowledge and skills. Systematic learning has a relation to specific forms of knowledge with an exploration of a central form of learning. It does factor in issues of logic of learning and is influenced majorly by decisions of learners to a great extent. This model is rational in dealing with individual needs since it is comprehensive and effective in offering solutions (Max 15).Theory of HBDI covers the brain and its relation to learning and to analyze it requires technology and scientific applications. As the brain grows it develops preferences and degree of knowledge and skills are affected by the preferences developed in the growth of the brain. HBDI is capable of assessing the preferences in the 4 quadrants of the brain using 120-question survey instrument. The result will be findings of the 4 quadrants and the strength of their thinking capabilities and abilities to learn. The profile of HBDI of an individual gives a comprehensive assessment of his knowledge and skills and he can make efficient decisions. This assessment style is comprehensive and satisfactory for offering solutions to the individual. Surveys and experiments carried over the past 20 years with HBDI approach have proved the success and comprehensiveness it provides. The method is comprehensive and offers information beyond doubts and without common limitations of other theories and approaches. It is equally quick and does not require a lot of manpower. This theory is satisfactory for analysis of learning and development needs for individuals and groups as a whole (International Herrmann 9). Under the federal act and the international human rights treaties nobody should be discriminated from education. The civil Rights Act of 1964 was written to protect people from discrimination based on gender, race, religion, color, nation of origin and social status. These legislations are protecting all kinds of education institutions and levels hence must be implemented to the fullest to avoid discrimination. Needs assessments must factor in the issues so as to be able to offer sustainable solutions to the learners and trainees. Provision of health and safety training to the employees is important because it reduces the cost of losing workers and training new ones. It equally minimizes on the time spent seeking medical services and money incurred on treatments. Competent training will reduce the amount of distress calls and avoid occupational health problems. Generally it reduces health cost to the organization and the burden of health insurance is trimmed .Assessments of needs should factor in these issues to enable organizations to train their employees in sustainable ways (Executive Health and Safety 14). Presentation is like real life experience and students agree that it can be integrated with other learning approaches. It is easy to implement, responses are obtained and factored in at the point of presentation hence effective communications. Points can also be modified during presentations to provide more holistic approach satisfying the needs and demands of the audience. The major cons of presentation is that it may require input of external judges to evaluate and moderate on the subject, feedback is limited and audience can lead to diversion of the information supplied and its hard to convert the values obtained in presentations into numbers and some peer are poor listeners hence will not gain much (Amy 2). E-learning is technology based and majorly allows learning despite the distance between the learner and the tutor. This is a virtual class and there is minimal connection with the facilitator. A lot of time is wasted looking for the right information and in most cases the information obtained may be irrelevant. Some e learning sites are for data dump and may provide irrelevant or misleading source of learning. The major advantages are that it shortens time to attend classes, saves cost on fees and expenses, frees up space in classrooms and solidifies knowledge in students before they join classroom discussions (Reynolds 3).Job training is low cost, task specific and well suited for small groups because is practical based requiring a lot of monitoring. In certain cases this approach is inconsistent, incomplete since lack structured guide and encourages bad habit. Works Cited Amy, R.Slaggel. Directions to Fundamnetal Public Speaking. Iowa: Iowa Stae University Press, 2008. CIPD. “I dentifying Learning Needs In Organizations.” Journal of Learning and Development (2007): 45-60. Executive, Health and Safety. Health and Safety Training:What you need to Know. London: World Health Organization, n.d. Friedman, M. Training and Needs Analysis-Skills and Third Sector. London: Routeledge, 2004. International, Herrmann. The Theory Behind HBDI and whole Brain Technology. Academic Report. London: Ned Herrman Publishers, 2004. Max, M. Some Theoritical Aspects of Systematic Learning. Hamburg: University of Hamburg Press, July 2002. Reynolds, P. Yearning for E learning:The pros and Cons of the Virtual Classroom for Your Call Center. Tennessie: Nashville School Press, 2010. Serpell, Z. and L. Bozeman. “Beginning Teacher Induction:A Report on Beginning Teacher Effectiveness and Retention.” National Council of Teacher Accountability and Retention (1999): 44-56. Strong, M., S. Fletcher and A. Villar. An Investigation on the Effects of Teacher Experience and Teacher Preparedness for Latino Students in New York. New Teacher Center: Santa Cruz,CA, 2004. Read More