University of Liverpool: Week 4 KCE Learning Needs Report

This report critically evaluates methods for identifying learning needs within an organization, focusing on job or occupation-level needs. It begins by defining the common understanding of learning needs as the additional skills and knowledge required to achieve desired performance levels, referencing key literature such as Bass & Vaughan (1966), Harrison (1996), and Noe et al. (1997). The report then explores how ideas from the literature can be applied to improve practices, such as incorporating performance appraisals and development monitoring to pinpoint areas needing improvement. The analysis includes the use of the ADDIE framework and problem-centric approaches to fulfilling these learning needs, with a focus on inclusive practices and continuous improvement strategies. The report highlights the use of checklists and templates for evaluating performance and the importance of interactive sessions for clarifying doubts and enhancing performance. Furthermore, it emphasizes the value of self-organizational skills and the importance of management conducting need analysis to gain insights into training needs.

Running head: MANAGEMENT
MANAGING HUMAN RESOURCE SERVICES
Name of the student:
Name of the university:
Author note:

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Table of contents
Understanding of learning needs................................................................................................2
Improvements in learning needs................................................................................................2
Approach towards fulfilling the learning needs.........................................................................3
References..................................................................................................................................4

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Understanding of learning needs
Every individual possesses certain needs, which mainly revolve around accomplishing
the identified and specified goals for attaining success. In the process of measuring the
success, the individuals learn many new things, which expands the scope and arena of their
knowledge horizons. This learning involves attitudes, skills, knowledge and behaviour of the
individuals towards fulfilling the needs. Stewart and Rigg (2011) is of the view that the
learning helps the individuals to perform the work according to the expected standards. One
of the important need in the learning is that of the competencies, which is improved in the
process of learning, driving the performance towards growth and development. In this
context, Bonder, Bouchard and Bellemare (2011) suggests that ADDIE framework can be
used, which consists of the components of analyse, design, develop, implement and evaluate.
Diagnosing the issues of the candidates is assistance for detecting the actions, which is to be
taken for enhancing the standards and quality of the training services. This approach is
effective for making the performance goal oriented.
Improvements in learning needs
I take pride in stating that my organization aims at generating inclusive practices for
enhancing the learning processes. The learners are encouraged to take part in the
assignments, projects. The value of self-organizational skills is imbibed within the learners,
so that they can organize their future. At the beginning of the projects, the management
conduct need analysis, which helps in gaining an insight into the areas in which the training
has to be provided. According to Arthur et al. (2003), evaluations and audits are conducted
for reviewing the progress and calculating its impact on the professional development of the
learners. Along with this feedbacks are also collected from the learners to ensure that the
services provided are flexible in terms of fulfilling their learning needs. Continuous
improvement strategies are adopted for seeking an insight into the ways in which the quality

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of the training programs can be improved. Checklists and templates form a central doctrine
for evaluating the performance in various parameters.
Approach towards fulfilling the learning needs
Problem centric approach was used for fulfilling the learning needs of the individuals.
The individuals were involved in different and wide ranging activities, which helped the
managers in understanding the capabilities of the candidates. Scores were awarded to the
candidates for their performance, which was further assistance towards seeking an insight
into the areas, where further guidance was to be provided (Bonder, Bouchard and Bellemare
2011). One of the interesting facts in this context is the use of problem solving cycle, which
helped in delving deeper into the issues. This theoretical framework proved to be assistance
for seeking effective solutions for fulfilling the needs of the learners. Within this, mention
can be made of the competencies of planned action and reasoned behaviour of the candidates,
which acted assistance for achieving positive outcomes towards development (Stewart and
Rigg 2011). After the detection of the results, the candidates were involved in a session,
where the main points were discussed. Interactive sessions seemed to be beneficial in terms
of clarifying their doubts, so that their performance can be improved according to the
expected standards.

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References
Arthur Jr, W., Bennett Jr, W., Edens, P.S. and Bell, S.T., 2003. Effectiveness of training in
organizations: A meta-analysis of design and evaluation features. Journal of Applied
psychology, 88(2), p.234.
Bonder, A., Bouchard, C.D. and Bellemare, G., 2011. Competency-based management—an
integrated approach to human resource management in the canadian public sector. Public
Personnel Management, 40(1), pp.1-10.
Stewart, J. and Rigg, C., 2011. Learning and talent development. Kogan Page Publishers.