Methods To Identify And Meet Learning Needs: Evaluating Organizational Factors

Produce a report which evaluates the methods used to identify and meet learning needs with reference to organisational factors, including complying with policies on equal opportunities and factors to do with the target audience. Your report should provide an account of two examples of learning interventions and should address the following:

1. A description and justification of methods used to establish the learning needs, including reasons for rejecting alternatives

2. A description and justification of the design of the interventions to meet the learning needs, including reasons for rejecting alternatives.

The learning and development activities have been designed in order to identify the main key & abilities that allow the employees of the organisation to deliver the expected results for the organisation they serve (SIOP, 2017).  The programmes and services are designed to assist the leaders to develop their skills and enhance the effectiveness of the leaders. The learning and development connect the training & development activities for the strategy of the business. Thus it is always important to design and develop learning activities for the overall growth of the organisation. The learning and development of the organisational needs can be met through a range of relevant methods like training based on the classroom and on the job training. The methods enhance the development of the skills and abilities and make an assessment of the return on the investments made on the development (Borrás, 2014).

GM Consultant is a successful firm that offers comprehensive & innovative solutions by supplying its products based on the needs of the customers. The organisation has specialists who are working for it from the different disciplines like and contributes their rich knowledge for company for producing materials to supply to the building industry.. The independent organisation has more competitive advantages in the United Kingdom markets (gmc, 2017).  The organisation offers a guaranty to its customers for the local services & has developed responsiveness.  The company got registered in the UK as a private limited company. 

Two examples of learning interventions for the company

1. There is need of identifying the skills and ability of the employees of the organisation and to execute them in the business strategy of the organisation.
2. The company had initiated numbers of the training programmes over the years. But the training programmes had not been aligned with the strategy of the organisation. The organisation has not measured the effect or value of its learning & development programmes.

There is an important need of the learning and development of human. It helps the organisation to build & maintain the internal abilities so that it can significantly implement its strategies.  The learning and development identify the skills and capabilities of the employee and the medium he or she requires for getting and teaching & acquiring them (Schilling, 2012). The learning and development activities also make an assessment of the leaders and design development programmes. This helps in conducting internal and external coaching (Tamki, 2017). The design of the learning and development activities utilises the metrics in order to assess each of the programmes imparted to the employees of the organisation. The GM consultants requires to use High Performance Working Model for the improvement of the skills and development of the employees of the organisation. This will help the organisation.

The methods of establishing the learning and development are different from other alternatives for the following reasons.

Brings improvement in the performance of the bottom-line

The development programme helps the organisation to impart learning scope to develop the required skills to excel in their respective fields. This helps to improve the performance of the bottom line (CIPD, 2013).

Reduce the costs of the recruitments

The learning and development help the organisation to reduce the costs of recruiting new employees. The activities strengthen the ability and skills of the organisation.  This helps to lead them to develop leadership quality and to work for the organisation successfully (CIPD, 2010).

Retention of the employees is increased

The learning and development is an important component of the retention of the employees of an organisation.  The development helps the employees to have development & growth in the career of the employees.

There are different ways to identify the need for the learning and development in a range of contexts. The most important thing is that the absence of the formal identification of the skills and objectives of the employees to work as per the strategy of the organisation indicates that there is need of the L& D activities (Harrison, 2012). The desired outcomes of each training programme should be reflected in the performance of the employees. If this not met it is assumed that there is a gap and there is a need for the L & D. 

There are different contexts in which the need of the L & D is felt. The need for the L & D is also felt when the training programme organised by the management does not match the requirements   and sometimes the senior leaders of the organisation contract coaches individually without making regulations, measurement of the outcomes and the business needs. The learning intervention helps to bring changes in the process of the organisation and makes people efficient to work in the respective fields. There is need of L & D for the organisation. This is applicable to GM Consultations, UK.

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