6.1
Learning needs refers to the skills, knowledge and behaviors required to perform a specific job. In an
organization, learning needs may arise at different levels. A learning need arises when there is a gap
between the knowledge, skill and behavior of an individual and those required to perform a job.
Learning needs can be in form of organizational, occupational and individual needs. However, at times,
these needs overlap.
An example when learning need arises is when there is a new project that requires a new set of skills.
Individuals will therefore require to undergo training to gain the required skills. Training of an employee
is more cost effective than hiring new employees and therefore a company should invest in training
other than hiring of new professionals.
During performance analysis, the human resource department may identify an area of weakness
amongst all the employees and may decide to arrange for a training session. 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 comes with added responsibilities which may require additional knowledge and skills.
Regular training and development sessions also prepares employees for promotions and 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 change in technology can result in a need for knowledge and skills. The company may
therefore invite trainers to prepare the employees for the expected changes.
6.2
The human resource department should identify the learning need for a team or an individual and then
make a decision on the best learning approach to adopt. There are various learning approaches that
includes facilitation, consulting, training, coaching and mentoring.
Facilitation
Facilitation is a training technique which aims at enabling the learners acquire, retain and apply
knowledge and skills. The trainers introduce the trainers to the content and then use questions to guide
the learners into understanding through discussions. In facilitation, the trainers support the participants
to use their resources to achieve the set goals.
Consulting
Consulting as a form of training technique which uses a more experienced individual to offer a
professional advice on a problem. When an issue arises in the running of the business, the company may
decide to seek external help from experienced individuals who then identify the problems and provide
possible solutions to the problems. The consultant may also guide the employees on how to handle
challenges.
Training
Learning needs refers to the skills, knowledge and behaviors required to perform a specific job. In an
organization, learning needs may arise at different levels. A learning need arises when there is a gap
between the knowledge, skill and behavior of an individual and those required to perform a job.
Learning needs can be in form of organizational, occupational and individual needs. However, at times,
these needs overlap.
An example when learning need arises is when there is a new project that requires a new set of skills.
Individuals will therefore require to undergo training to gain the required skills. Training of an employee
is more cost effective than hiring new employees and therefore a company should invest in training
other than hiring of new professionals.
During performance analysis, the human resource department may identify an area of weakness
amongst all the employees and may decide to arrange for a training session. 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 comes with added responsibilities which may require additional knowledge and skills.
Regular training and development sessions also prepares employees for promotions and 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 change in technology can result in a need for knowledge and skills. The company may
therefore invite trainers to prepare the employees for the expected changes.
6.2
The human resource department should identify the learning need for a team or an individual and then
make a decision on the best learning approach to adopt. There are various learning approaches that
includes facilitation, consulting, training, coaching and mentoring.
Facilitation
Facilitation is a training technique which aims at enabling the learners acquire, retain and apply
knowledge and skills. The trainers introduce the trainers to the content and then use questions to guide
the learners into understanding through discussions. In facilitation, the trainers support the participants
to use their resources to achieve the set goals.
Consulting
Consulting as a form of training technique which uses a more experienced individual to offer a
professional advice on a problem. When an issue arises in the running of the business, the company may
decide to seek external help from experienced individuals who then identify the problems and provide
possible solutions to the problems. The consultant may also guide the employees on how to handle
challenges.
Training
