Different Learning Needs and Methods in Organisation Assignment Sample

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Introduction of Different Learning Needs and Methods in Organisation Assignment

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1. Describing the instances of different learning requirements

Sustainability of the businesses needs to ensure that the business needs to learn about flexible and adaptable nature for the long run. The requirement can be fulfilled by encouraging a learning culture within the organisation, which will direct the advancement (Watkins and Kim, 2018). An organisation can learn the needs of culture by adapting the required development, promoting the career pathways and that can result in a more optimistic future.

Requirement for organisation

These patterns of a learning culture can encourage employees, adding more value to the work environment, and organizations can acquire more knowledge and competence to overcome any difficulties (Tran and Choi, 2019). An organization that consoles a learning culture prompts continued knowledge and systems to influence each other.

Examples of different learning needs for an organisation

  • Acquisitions and mergers of different divisions
  • Transforming directions to the needs of the customers
  • Promotions of workers may need to utilise new skills and evolution in sequence with the unique responsibilities to handle.
  • The requirement to produce and sustain the skills and understanding required to accomplish team purposes.
  • The entrance of new business can affect the organization.
  • External modifications concerning the business, like legislation related to data privacy.
  • Essential training needs to provide to the employees for a better work environment, like the Code of Conduct, and the right utilisation of data protection.

Requirement for personal

The personal requirements can be declared as the aspects of the different materials that can ensure self-performance can be improvised with time. Learning new skills needs to be the primary consideration of the employees that are associated with the organisations.

Learning new skills can be referred to as learning communication, and adaptation of new skills as approaches (Wojtczuk, 2020). These skills can add some benefits for the employees. Different organisations often provide training and different seminar, participation in these can accumulate different skills that can draw the features of developing adequate actions for the future (Vungsiriphisal et al. 2021). Individual compliance conditions, such as training or certificates help in acquiring new achievements.

2. Different approaches to learning and development








A facilitator help employ during the work to become effective

Training help to polish different goals.

An advisor can help in recognising factors that need to improve

Support to enhance skills by attending coaching

Using mentors’ personnel to improve skills

When to use

When an employee wants to enhance his goals

When someone has the need to get support succession to make different achievements

When a client approach discussion

When someone desires to develop specific competencies using PM

The requirement of having a new leader's




Group work

Case studies




Supervisor for different division

One-on-One Mentoring

Group Mentoring

Time period

Short term

Depends on the purpose

Long term

Short term

Long term


Directive: the moment when a facilitator is delivering information

Proper and structured with measurable knowledge and probable results

Management Consultant



Financial Advisory



3. Discussion about individual requirements and preferences needs to be accommodated for learning and development initiatives

The importance of learning and development (L&D) is limitless for an individual for developing the scenarios where one can find the adequate method to improve the career opportunity (Darling et al. 2020). Different modes of learning can be defined as the development trigger for the individuals in training and assessment of their career.

Some training assignment sections will have participated in the training: course creation is assembled, sampled, and deployed in one velvety rotation with only small tweaks or transformations to enforce along the course.

One needs to consider the right approach for the development of skills like

  • Ethics and equality: Following the ethics in the work environment can be declared as the key feature to achieving the movement (Agea et al. 2018). Ethical considerations often lead to the path where there is no legislation error.

The accommodation of different associated factors is required for the development of cultural expectations. The followings are the essential factor for developing different L&D processes

  • Knowledge: This is one essential factor that someone need to have for the development of a career. Having knowledge in one stream is vital so they can make approaches for developing different categories that help in the future.
  • Skills: Different skills like communication, adaptability, and quick learning and problem-solving will make sure that someone will admire the development of the career by applying them (Retnawati et al. 2018). Any type of technical skill can make a significant change for anyone.

4. Evaluating learning and development methods and their impact

Evaluation is one of the utilised methods that help assess the deliverables and objectives for improvisation. Different aspects of the business modes can achieve the improvisation for the availability of the different perspectives.

Different evaluation methods are followed with the developed objectives and importance

  • Discussions: A method that helps in justifying the produces effective learning results on the development of the acquired skills and knowledge on the best provisions and understanding. At different times learning outcomes are essential to personal and professional triumph by making different objectives and possible findings on the available matters (Martin and Bolliger, 2018). The primary role of the Discussion Method can be founded on different strategic evaluations and interpretations of the future stages of L&D.
  • Survey: One process that can engage different professionals for the development of understanding by gathering data from people’s opinions is called a survey. In this method, a set of questionnaires can make different people associated for the survey. A survey occasionally aims to collect mathematical data, which needs the utilisation of the quantitative method for analysing the data and retrieving the information (Mrinalika and Gundalwar, 2019). Based on the information, there are more possibilities for selecting the data that can help understand the deliverables. With surveys, different data can be retrieved in the numerical format to understand the requirement of the tasks. Hence, the survey will include in a result that makes the evaluation.


Agea, J.D., Robles, M.M., Rodríguez, D.J., Moreno, I.M., Viedma, I.V. and Costa, C.L., 2018. Discovering mental models and frames in learning of nursing ethics through simulations. Nurse Education in Practice, 32, pp.108-114.

Darling-Hammond, L., Flook, L., Cook-Harvey, C., Barron, B. and Osher, D., 2020. Implications for educational practice of the science of learning and development. Applied Developmental Science, 24(2), pp.97-140.

Martin, F. and Bolliger, D.U., 2018. Engagement matters: Student perceptions on the importance of engagement strategies in the online learning environment. Online Learning, 22(1), pp.205-222.

Mrinalika, K.S. and Gundalwar, P.R., 2019. A survey on learning experience by feedback and learning analytics.

Retnawati, H., Djidu, H., Kartianom, A. and Anazifa, R.D., 2018. Teachers’ knowledge about higher-order thinking skills and its learning strategy. Problems of Education in the 21st Century, 76(2), p.215.

Tran, T.B.H. and Choi, S.B., 2019. Effects of inclusive leadership on organizational citizenship behavior: the mediating roles of organizational justice and learning culture. Journal of Pacific Rim Psychology, 13.

Vungsiriphisal, P., Thu, P.M., Benjapakeesakul, S. and Jitpong, W., 2021. Ethical Recruitment, Decent Employment and Skills Development.

Watkins, K.E. and Kim, K., 2018. Current status and promising directions for research on the learning organization. Human Resource Development Quarterly, 29(1), pp.15-29.

Wojtczuk-Turek, A., 2020. Strengthening psychological capital as an important element of sustainable employee development in the context of requirements and resources in the workplace. Edukacja Ekonomistów i Mened?erów, 57(3).

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