Determining Organizational Learning Needs

Summary: "Learning in Organizations" by K. Ford

Assessing Learning Needs:

• Assess learning gaps and the learning environment before starting a learning experience.

• Learning objectives should stem from this analysis, considering organizational capabilities and needs.

• Effective needs assessment involves organization-wide, work, and personal analyses.

• A gap analysis determines if learning activities are the best solution.

Organizational Analysis:

• A system-wide examination of the organization relevant to learning and development.

• Key elements include strategic goals, types of learning systems, organizational characteristics, resources, climate, and constraints.

• Learning audit is based on the analysis of strategic learning goals and current learning strategies.

Core Competencies Model:

• A formalized approach to capabilities needed across organizational levels and functions.

• Core competencies are patterns of behavior vital for organizational success.

• Top-down development identifies HR capabilities aligned with organizational goals.

Executive Development and Coaching:

• Programs based on leadership core competency models.

• Eight core competencies desired for leaders, including leading, deciding, supporting, cooperating, etc.

• Industry-specific leadership competencies are also considered.

Learning Needs in Regulations:

• Vertical and horizontal regulatory systems address specific industries or issues.

• Organizational learning goals are established, and conditions for learning are examined.

• Resources, such as people, time, and money, are analyzed to support learning.

Work Analysis:

• Examination of jobs through interviews, surveys, job observations, and focus groups.

• Capabilities and work team analysis are essential for a team-based work system.

• O*NET provides free information about jobs and career clusters.

Person Analysis:

• Examines individuals through a gap analysis of current and desired job behaviors and performance.

• Cognitive analysis and behavioral analysis help identify competencies and set performance expectations.

• The current state is assessed through performance appraisals, personnel files, and job knowledge tests.

Job Knowledge and Skills:

• Knowledge (declarative, procedural, strategic) and skills are prioritized for newcomers.

• Methods for conducting work analysis include interviews, surveys, job observations, and focus groups.

Needs Assessment Strategies:

• Different strategies, such as strategic training needs assessment and employee felt need for training, can be employed.

• Competency-based approaches, surveys, and assessments help identify managerial competency gaps.

• Space exploration, manufacturing facility, and other approaches showcase the diverse applications of needs assessment strategies.

Best Practice Guidelines:

• Conduct systematic learning needs analysis.

• Be proactive in identifying learning needs.

• Investigate organizational factors inhibiting learning.

• Use cognitive task analysis with job experts.

• Gather critical incident stories to identify effective and ineffective job behaviors.

• Identify specific gaps in performance and determine the best learning approach.