Learning and Development Needs: Methods, Organizational Dependency, and Impact on ROI

LEARNING AND
DEVELOPMENT NEEDS

Table of Contents
INTRODUCTION...........................................................................................................................3
METHODS FOR ASSESSING LEARNING AND DEVELOPMENT NEEDS...........................3
(1) ORGANIZATIONAL ANALYSIS-......................................................................................3
(2) PERFORMANCE ANALYSIS-............................................................................................4
(3) COST BENEFIT ANALYSIS-..............................................................................................4
(4) CONTENT ANALYSIS-.......................................................................................................4
(5) TREND ANALYSIS-............................................................................................................5
L&D ORGANIZATIONAL DEPENDENCY.................................................................................5
IMPACTS ON ROI..........................................................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Learning and Development needs refers to the process in which an organization assesses
the need of such programme in order to eradicate the deviations in standard and actual
performance or to ensure better performance in the future since L&D are not for short run or for
just financial benefits it is overall employee centric (Aziz and Hodeib, 2021.) The report will be
discussing methods of assessing learning and development needs. All the methods will be
discussed to understand their practice and main concept behind. The report would be discussing
on the view of authors that learning and development assessments are organizationally
dependent. For this purpose TESCO and MORRISON the companies of retail sector will be
taken. At the end of the report impacts of such methods on the ROI for different organization
will also be deeply seen.
METHODS FOR ASSESSING LEARNING AND DEVELOPMENT NEEDS
Refers to the process in which it is assessed that does organization have need to
implement learning and development policy or not. It is very important in an organization to
have such mechanism which may help them in knowing such needs to meet it timely and can
make the productivity escalating in short term the production or performance of an entity can be
grown or enhanced by just training programmes but for longevity proper development of human
resource working within is unavoidably important.
Methods-
(1) ORGANIZATIONAL ANALYSIS-
In this method an analysis is made to look back the goals, strategies, objectives of an
organization. Here the efforts are put in to know what is the organizational overall goal and what
about present direction and degree of success. Here it is decided by observing the deviation in
the predicted or pre decided performance and actual performance of the organization. Current
and future needs of the organization are also deeply observed to know the need of applying
LDNA (Baltrunaite and Sekliuckiene, 2020.) It is a wider phenomenon which vastly drills the
organizational aspects deeply so can know the need of learning and development.

(2) PERFORMANCE ANALYSIS-
it is seen that are the employees performing up to the decided standards or not. If it is not
favourable then there would be need of learning and development in the organization (Ahmed
and Kilic, 2019.) Since great impact on the performance can only be brought when the work
force is well-formed. Training may bring working efficiency but their development and learning
will definitely improve their performance along with confidence in the future. In short while the
performance of the employees can be improved by implementing training programme but for
long vision their personal growth and development is far more important and it is only possible
by installation of learning and development programmes.
(3) COST BENEFIT ANALYSIS-
In this method the ROI of the business is analysed. If it is frequently getting lower or not
on its decided level then the learning and development programme will be implemented. It is
always very important for every entity to ensure their higher growth and without appropriate
learning and development programme it is not possible. Since the notion of Learning and
Development is a wider phenomenon than training. It mainly focuses on the employees and their
personal growth so can contribute in the long term development of the entity (Hudson and
Botzen, 2019.)
(4) CONTENT ANALYSIS-
This is the method in which the documents, laws and procedures used on the job are
evaluated. It answers the questions about what knowledge or information is used on this job. It is
important that the content of the need should be complying with the job requirements. If it is not
so then there would be need of installation of learning and development programme to get the
results. If the job content or needed skills are getting changed frequently over the time then only
training won't help in making the aims achievable. With this regard learning and development
programmes plays a huge role (Blaya, 2019.) The confidence of the employees can be boosted
up by only their personal development which is possible by learning and development. It will
build up their confidence level, and they would be able to adopt the changes of the market.