Task 6
Name of student:
Institutional affiliation:
Course:
Date:
, 6.1
Learning needs are the skills, knowledge, and behaviors required to perform a specific job. In an
organization, learning needs may arise at different levels (Grant, 2002). A learning need occurs
when there is a gap between an individual's knowledge, skill, and behavior and those required to
perform a job. Learning needs can be in the form of organizational, occupational, and individual
needs (Indeed, 2021). However, at times, these needs overlap.
An example of a learning need arises when a new project requires new skills. Individuals will
therefore be required to undergo training to gain the necessary skills. Training an employee is
more cost-effective than hiring new employees; therefore, a company should invest in the
activity other than hiring new professionals.
During performance analysis, the human resource department may identify an area of weakness
amongst all the employees and decide to arrange a training session (Walsh, 2006). For instance,
poor customer service may be resolved by a training session on how to handle stakeholders.
During promotions, individuals may also require training to prepare them for their new roles.
Promotions come with added responsibilities that may require additional knowledge and skills.
Regular training and development sessions also prepare employees for promotions and play an
important role in their career development.
In preparation for future changes and developments, a company may decide to train its
employees. For instance, a technology change can result in a need for knowledge and skills. The
company may therefore invite trainers to prepare the employees for the expected changes.
Name of student:
Institutional affiliation:
Course:
Date:
, 6.1
Learning needs are the skills, knowledge, and behaviors required to perform a specific job. In an
organization, learning needs may arise at different levels (Grant, 2002). A learning need occurs
when there is a gap between an individual's knowledge, skill, and behavior and those required to
perform a job. Learning needs can be in the form of organizational, occupational, and individual
needs (Indeed, 2021). However, at times, these needs overlap.
An example of a learning need arises when a new project requires new skills. Individuals will
therefore be required to undergo training to gain the necessary skills. Training an employee is
more cost-effective than hiring new employees; therefore, a company should invest in the
activity other than hiring new professionals.
During performance analysis, the human resource department may identify an area of weakness
amongst all the employees and decide to arrange a training session (Walsh, 2006). For instance,
poor customer service may be resolved by a training session on how to handle stakeholders.
During promotions, individuals may also require training to prepare them for their new roles.
Promotions come with added responsibilities that may require additional knowledge and skills.
Regular training and development sessions also prepare employees for promotions and play an
important role in their career development.
In preparation for future changes and developments, a company may decide to train its
employees. For instance, a technology change can result in a need for knowledge and skills. The
company may therefore invite trainers to prepare the employees for the expected changes.
