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Discriminate Learning Needs

ID 5000: Fundamentals of Instructional Design

Introduction

In understanding needs assessment within a learning scenario is complexed. A learning need is based upon an organization or individual acquiring a particular technique within a model (Lee, 2019). Plenty of instructional design models such as the Addie model display an evaluation of a learning assessment. It is based upon a significant research that a needs assessment must be performed within an organization during a certain level of achievement (Lee, 2019). Understanding the needs assessment and identifying the learning need within an organization is a very important step in the process in fostering all the major steps in instructional design.

Learning Scenario and Needs Assessment

The needs assessment ensures that the organization achieves the set goals and objectives to be successful. The needs assessment is used to fill the space that exists between the employees and the skills requirement by a particular job and departments in the organization. There is a necessity for a training for an organization’s employees for when a learning scenario has been identified for the enforcement of better skills and performance from employees. After the training, evaluation is done to know the effectiveness and the impact of the learning training that was done about the identified learning scenario and if the there is an increment of the performance of the employees (Lee, 2019).

Identifying Assessment Process

The assessment process helps to identify the learning needs that needs to take place. The survey of learning needs collects the information about what training that employees needs to be trained to accomplish both their personal goals and objectives and those of the organization. The assessment is focused on abilities, skills and the knowledge of both the employees and organization hence the identification in areas of need is done. Through this process, the learning needs are identified and the objectives to be accomplished by the training are set. The managers carry out the learning needs analysis to identify the needs because they are able to observe their employees and make recommendations on their performance issues. Learning needs are triggered by the following learning needs: new technology, reductions in force, layoffs, new hiring and transfers, relocation and performance (Lee, 2019).

Needs Assessment Based on Performance

Understanding performance explains needs assessment as initial inquiry of information about the situation. The needs assessment focuses on identifying the actual performance, optimal performance, feelings and the attitude of the employee and the causes. Needs assessment is also identified by the following causes that triggers a learning scenario which are lack of skills or knowledge of employees, improper incentives, unmotivated employees, and flawed working environments for employees (Merril, 2015).

Understanding the Learning Needs within an Organization

In Dolcestar Organization, the learning need is identified for all employees and this is due to low performance that has been observed due to lack of skills and knowledge on the use of new technology and poor working environment. Understanding how to use technology and having the knowledge of how to use it is the learning need within this organization. This is a learning need because employees need to embrace the new technology to achieve the high performance levels (Molenda, 2015). Training is a requirement for the employees to acquire the knowledge and skills needed to work on the new technology and redesign their working place in order for the organization to achieve the required goals and objectives. Employees have to be trained on how to use new technology for selling products and fast processing of data is required by the organization is a necessity to achieve the high performance levels needed. Employees must understand what is expected of them the first day on the job and they must understand the needs of the organization from the start (Merril, 2015).

Analyzing Data Based on Learning Need

The data collection tools that are set to be used are observation of the actual and optimal performance and use of questionnaire to collect information from employees about their feelings, causes and the proposed solutions. The following steps are to be used in the process of the needs assessment; identify the purpose, sources of the information that is needed. Some of the most important concepts in understanding the learning need is based on evaluations of safety mandated programs that is subjected to increase protocols throughout the organization (Merril, 2015).

Problem Solving Model

The Problem-Finding, Problem Solving Model is the most appropriate model in conducting the needs assessment because for a problem to be solved, the problem has to be identified first. The attention of this model is drawn to resolving the causes of the problems and consideration of the non-instructional solutions (McCourt, 2018). Through this model, we are able to identify the actual problem that leads to low performance, how the causes of the problem is related to learning environments of the employees and determine if the learning assessment will solve the performance issue (McCourt, 2018).

Understanding Ethical Conduct in the Organization

Ethical conduct is a significance factor in every organization to achieve the set goals and objectives (McCourt, 2018). For the organization’s success, it will be ensured to expose the problems that the organization is encountering and propose the required solutions. The organization will be accountable for the mandated safety training for the employees that was proposed but did not happen. I will ensure that the organization’s policies, procedures and culture of doing the right thing is reinforced despite the pressure from the executives to overlook certain finding in favor of their own perspectives.

Conclusion

In understanding the contemporary precepts of the needs assessment model, major implications must be derived within the significance of instructional design. Within the learning scenario chosen throughout this research, individuals or the organization had displayed significant evidence utilizing different models. One of the primary models utilized to improve on the performance within an organization is the Addie Model (Molenda, 2015). This is crucial for the support of understanding the aspects of the design models. Understanding the needs assessment and identifying the learning need is a very important step when introducing employees within a particular organization.

References

Lee, J. (2019). Rapid needs assessment: An evidence-based model. European

Journal of Training and Development, 43(1), 61-75.

McCourt, W. (2018). Towards “cognitively” problem-solving: Six models of

public service reform. Development Policy Review, 2(36), 748-768.

Merril, M.D. (2015). A pebble-in-the pond model for instructional design.

Performance Improvement, 54(1), 42-48. https://doi.org/10.1002/pfi.21454.

Molenda, M. (2015). In search of the elusive Addie model. Performance

Improvement, 54(2), 40-42. https://doi.org/10.1002/pfi.21461.

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