Report: Determining Development Needs for Organizational Growth

This report provides a comprehensive analysis of development needs within an organization, focusing on the identification and implementation of effective strategies. It explores the importance of development needs, learning plans, and self-evaluation in fostering employee growth and achieving organizational goals. The report delves into various aspects, including identifying development needs, creating learning plans, and evaluating performance through feedback from different sources. It also discusses the relevance of competency standards, learning delivery methods, and workplace learning opportunities in the retail industry. The report further examines the resources and timelines required for learning activities, highlighting the importance of continuous improvement and feedback mechanisms to enhance future learning arrangements. The report emphasizes the importance of training programs, workplace learning, and resource allocation to improve employee performance and achieve organizational objectives.

DETERMINE
DEVELOPMENT NEEDS

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................1
1.1................................................................................................................................................1
1.2................................................................................................................................................1
1.3................................................................................................................................................2
1.4................................................................................................................................................3
TASK 2............................................................................................................................................3
2.1................................................................................................................................................3
2.3................................................................................................................................................4
2.3................................................................................................................................................4
2.4................................................................................................................................................5
2.5................................................................................................................................................5
TASK 3............................................................................................................................................6
3.1................................................................................................................................................6
3.2................................................................................................................................................6
3.3................................................................................................................................................6
3.4................................................................................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Development needs are considered as the most important part of any organisation. It
helps in identifying the potential of employees so that it understand the effect of various
programmes on the workers. It includes the needs of training to increase the potential such as
review the performance of team members, meetings with them, observation at work and to gather
additional data(Chase and Barker, 2015). Present report is based on some cases and in context of
that only considering and identifying the development and learning needs as per the requirements
of organisation. Further, it also covers the the development of individual employee on the basis
of different methods and achievement of the goals and objectives. Moreover, it also covers the
evaluation and monitoring the learning at workplace of employees and negotiate the
modifications to improve the effectiveness and efficiency of learning.
TASK 1
1.1
In order to identify and implement the learning and development needs as per the
requirement of organisation so that it includes that the worker of supermarket who is getting
training and so that in context of this it involves the proper assessment of capabilities of
employee along with the understanding of current and anticipated gap between the knowledge
and skills(Hashizume and et.al., 2016). It can also be identify through the observation on the
performance of an employee and also by getting feedback from other people in the organisation.
Further, there are some of the requirements of organisation which can affect the need for
development of teams as it covers the anti-discrimination policy in which there is no aspect of
such activity because it has huge impact on the performance of employees, there should be
proper requirement of security as the employees are safe in the business premises. In addition to
this, to make sure that the development of employees must be relevant and as per their
capabilities of performing the task with an aim of achieving the goals and objectives of the
organisation(Elliott and et.al., 2015). It is important to consider the requirement of the
organisation in the development needs because it helps in identify the needs of training and
development such as monitoring the activities of employees, evaluation of performance, review
of the employees and the tasks which are managed by them.
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1.2
In order to record the future learning and development needs it is used to prepare a
learning plan and so that it used to modify activities such as they overview of a team or learning
of individual and development history. It is also necessary for the evaluation with the good
intentions of the day to day work of a busy workplace(Dingle, 2013). The learning plan includes
various things which is described below:
Name: Adam smith Job Title: Sales manager Date: 20th November 2016
Learning need Activity Person
responsible
Target Date Review Date
Basic
maintenance of
target
On the job
practice and
training
Branch manager End December
2016
01/01/16
Quality
Procedures
Training sessions
with quality
department
Adam
Sales manager
End November
2016
01/01/16
Thus, the team of the organisation works in such a manner with proper arrangement of all
the activities of the company which is beneficial for them as well as business as teamwork is
essential requirement of an organisation so that it created a positive work environment. It is
important to develop the learning plan with the teams and individual so that it describes the
process of enhancing the knowledge and skills of the employees which helps in growth and
development of an organisation.
1.3
Self evaluation of people helps to identify the own performance with development needs
so that there different occasion where there is evaluate the performance such as at the time of one
to one discussion about the progress of the employees, assessment and observations of
employees by following the formal workplace(Bradley, 2015). In order to encourage the self
evaluation it includes the things which are important for appraising the training programmes and
it is the best method for increase in the performance of employees. Further, there are some the
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areas where there is requirement of improvement which covers that increase in the experience,
stretching knowledge of individual and helps the employees in achieving their ambitions of
career.
In addition to this, it also includes the communication with different employees must be
improve and it helps in enhance the morale of them and supervisors must evaluate the actions of
the employees which is beneficial for the organisation(Cannon, Tenuto and Kitchel, 2013). They
have to make sure that the activities performed by them should be in a appropriate manner and so
that self evaluation helps in achieving the goals and objectives.
1.4
There are some relevant sources for collecting the feedback on performance of team
members so in this context, to determine the development needs feedback is an excellent source
of information so to understand what others see about the performance is purely beneficial for
development of competence and confidence(Uthes, Li and Kelly, 2017). There are some of the
sources from different places of getting feedback which includes clients as they can comment on
individual performance which can directly or indirectly, to obtain feedback form colleagues who
interact with the different team members, personal strategies of behaviour also easily give
feedback to anyone. It also includes the conversations which offers the opportunities to discuss
various things. At last it also covers the methods of organisation for monitoring the service
delivery.
In addition to this, there is comparison with the team learning needs with the feedback on
performance as the feedback might confirm the needs of development which are already known
and so that they offer new development areas(Walsh and Mitchell, 2013). Thus, to update
learning plans on the basis of current information as it is an ideal opportunity.
TASK 2
2.1
In order to identify the development and learning program objectives and goals to the
retail industry which includes to identify the needs for individual and planning for how to meet
those needs so that it it might be appropriate for whole team in which there will be demotivating
and waste of resources. This also includes providing training design and delivery, coaching of
internal and external executive which is helpful in achieving the goals and objectives of the retail
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industry(Jonathan, 2014). Further, there is requirement of competency standards for the effective
performance at workplace in a discrete area, function of work and process or activity in the retail
industry. It is used as a basis for identifying the assessment benchmark and learning outcomes
with the help of education and training. To ensure the learning goal which is required for the
industry while considering the planning for learning needs. At the time of planning for the
development needs it is useful to consider the skills and knowledge for a particular role in the
organisation(Mitchell and et.al., 2013). There are three possible goals for Tom involves that he
has to manage the department of production in an appropriate manner, there is increase in the
identifying qualities of them and tasks should be complete in proper time frame.
2.2
Learning delivery methods are used to ensure the activities for the process of learning
different objectives which helps to increase the performance of an employee in a retail industry.
There are different methods for learning delivery methods to meet the needs of development
includes training sessions which gives the employees ideas for the new activities and which
enhance their performance, induction programmes which helps in enhance their internal
efficiency, presentations, experience of work, to attend the seminars and conference and on the
job monitoring and coaching also helps to meet the needs of development(Bailey, 2013).
In addition to this, there are four main learning styles of participant and it covers activist
in which there are practical activities as they have to do instead of thinking. Another one is
pragmatist is that in which they are interest to know that how the things will happen in work.
Further, reflector are those who use information and consider it on their own before acting and
last style is the theorist who are interested in implicit principles and theories and so that they
want to understand it(Peake and et.al, 2013). However, there are various types of equipments and
resources which are to be consider including the facilities of accommodation, transport and
training rooms. There is also funding of the training activities which is comes from the
organisation and the employees do not need to pay anything. The time is required for training
must be seven days which is sufficient for the new or old employees.
2.3
Workplace learning opportunities is to provide the different ways for the learning to
enhance the situation of sales meeting and the goal of the learning is to enhance the performance
of employees at workplace so that it gives them various opportunities for learning new things in
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the organisation itself which includes the process of conducting the sales meeting with the clients
on the basis of coaching and monitoring which is ethical and fair aspect and sharing the
information must be clear and complete(Stelfox and Straus, 2013). Further, the activities must be
non-discriminatory which helps them to present and promote their collective group. The
feedback from other people also helps in evaluating own performance which is recognize that the
work is right or wrong in context of others. Thus, through coaching and monitoring also helpful
in solving probllems at workplace through effective coaches and mentors. In order to develop the
presentation skills there is requirement of confidence, proper style of communication and the
skills of explaining various topics which is helpful in presentation.
2.4
There is large range of activities are required for the workplace learning opportunities
includes the cost of training and development where there are so many things that motivated and
encourages the people at workplace. Thus, these all activities of learning helps to achieve the
goals and objectives and creates an individual for the competencies within the organisation. In
addition to this, to achieve the identified competencies there is requirement of support form other
employees of an organisation(Johnson, 2014). Thus, this activities helps in enhancing the
performance of employees which is creating a different working environment of the
organisation. There are some of the resources which are required in the achievement of the
learning objectives such as proper allocation of the work, observation of the work of team
members, analyse the performance of the employees as it helps in identifying the learning
objectives.
2.5
In order to identify the resources and time line which is required for learning activities in
organisation, this is explained with the help of table which consist of different resources which
are needed and timescales were involved at the time of learning activities in retail industry which
is described below:
Learning Activity Resources required
Seminar of sales training Half day
$300
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Cost of travel
Observe Adam conducting 3 sales meetings Adam
2 Day
Review notes from 5 previous sales meeting 4 Hours
Notes of meetings
Assisting Adam at 4 sales meetings 2 days
Adam
Files of client
Thus, this is the purpose to ensure the development of needs which are required for them
in training activities so that they can enhance performance of employees which is beneficial for
the organisation(Braine and Cook, 2015).
TASK 3
3.1
In order to identify and implement the improvements in future arrangements of learning
there is requirement to use feedback from individual or teams which includes the example of
feedback which is taken by the management of organisation that Jim as an employee at aircraft
manufacturer as he go to learn to drive a crane and so that he successfully completed the course
as after some time he has to do the work in real as he forgot the things so that if Jim was allowed
to the practice so that his learning and skills were must be same(Chase and Barker, 2015). Thus,
the feedback can be taken from various options such as team meetings of employees in which
Jim can share their opinion in context if this problem. Thus, the team members of the
organisation all gives a feedback regarding the practising of particular skill and knowledge and
so that it is helpful in the future times. The feedback was taken in a positive way so that they are
able to do more training sessions and seminars which is useful for the organisation. The
improvements in the arrangement of learning as a feedback is to provide better training
materials, various trainers, different location and with the different practical arrangements.
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3.2
In order to asses the outcomes and performance of an individual or team there are many
ways which includes direct observation which helps to analyse the activities of an employee, to
obtain feedback from other employees who interact with individual or team and this helps to
determine the effectiveness of training by increase in knowledge and skills which is the
important aspect which asses the performance of employee(Cannon, Tenuto and Kitchel, 2013).
Further, there is another to asses the out and performance of employee by reviewing the progress
with other individual and it is important as it is the opportunity to identify the problems and
make enough output from that practices. It is also possible to determine the effectiveness of
training by allowing more time for the training sessions which provide the different aspect
convey the information. There are some of the methods to assess the performance including
observation of the individual directly and performing the tasks which have been trained. Further,
asking questions in order to determine the knowledge and understanding, review the progress of
the individual.
3.3
To improve the efficiency and effectiveness of learning plan there are some of the
modification which are used for the organisation which includes that the learning goals must be
redefined so that it helps the employees of organisation to manage the things in such a manner so
that they can easily accept it. Further, to allow more time for the development of knowledge and
skills which is useful and efficient to maintain the proper assessment of the activities and it
encourages employees to work more in any situation(Uthes, Li and Kelly, 2017). The
modification also includes that to provide better training at the time of job so that this enhance
the performance of employees and it will also increase the evaluation process. Thus, this are the
modifications which are take at the time of learning plans which also improve the quality of the
learning delivery which is also considered as the important aspect of the learning needs. It is
essential to agree people with different modification and this includes individual and team in the
training and supporting other people also. There are some of the reasons to modify the learning
plans because it provide better training on job, allow more time for the development and there is
improvement of the quality of the learning delivery.
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3.4
As per the requirement of organisation, it is necessary to maintain the report and records
of competency which will includes the output of the learning program and there is improvement
in the function that are being performed which involves online record of all the transactions
which required for internal/external certification or for the purpose of audit as a evidence. This
record helps to contribute to the learning of history and used for the purpose of future. It shows
the level of competence which is achieved by the organisation(Jonathan, 2014). The nature and
format of the records is on the basis of the organisation requirement considering the learning.
Further, it the reports are useful in making individual plan for maintaining their competency
level which is useful for the organisation and helps in achieving the goals and objectives of the
organisation. So the organisation must maintain the records as per the requirement of the
organisation which also creates a good reputation in the market. It also helpful in identifying old
data which is required for the organisation. The records of the data helps in managing the team
development and individual as it gives idea to perform the various activities and to manage the
resources effectively in the organisation.
CONCLUSION
From the above report it can be concluded that needs for the learning and development is
the essential part of an organisation which is managed by them as per the requirement of the
employees. Further, evaluation of performance which helps to improve and encourages them in
context of feedback on their work through different employees and clients of the organisation.
Moreover, this report helps in understanding the programmes for development of goals and
objectives to ensure the requirement of competency relevant to retail industry. It also includes
the various learning methods and style which helps in enhancing the performance. This report
also includes the monitoring and evaluating the learning at workplace to find out the outcomes
and to determine the effectiveness of the programmes. Thus, it can be said that determination of
development needs is important for the organisation. It also covers the modification to the
learning plans for the improvement in the efficiency and effectiveness of the learning which is
important for the business.
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Walsh, A. and Mitchell, A.E., 2013. A pilot study exploring Australian general practice nurses'
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