Acacia Learning 3C004 Task 6: Supporting Skills and Knowledge Developments in the Workplace


6.1 Describe different types of learning needs and reasons why they arise for individuals and organisations.
6.2 Summarise different face-to-face and blended learning and development approaches including:

•  facilitation

•  consulting

•  training

•  coaching

•  mentoring.

6.3 Explain how individual requirements and preferences must be accommodated in the design and delivery of learning and development.
6.4 Discuss how different methods of evaluation and impact of learning and development activities is of benefit to individuals and organisations.



As evidenced in CIPD (2021b) existence of an elaborate, systematic and ongoing identification of the extent in which learning and development (L&D) needs are relating to performance gaps is critical to ensure effective learning in an entity. The needs in both an organisation and employees are varying and not the same.

For individuals, the learning needs could arise owing to the following reasons;

  • Needs for aligning organisation strategy– In most instances, organisations are supposed to be aligning employees with new organisation focus. For instance, in Saudi Arabia organisations as a consequence of the COVID-19 pandemic pass by fresh learning needs for their safety and remote working practices.
  • Demands to achieve quality standards– In the contemporary business environment, the employees at some time end up encountering issues relating to behaviours, emotional, socially and issues which limit their learning practice. In the organisation best practice, the L&D is noted to identify the entire weaknesses in their ability to achieve their assigned functions and put appropriate measures to overcome them. This is through new learning skills acquisition.

In regard to the organisation, the reasons why learning needs arise are;

  • Evolving performance needs for future development needs– In an organisation, changes are existing and promoted by changes in their internal and external business environment. By use of PESTEL analysis tool, an organisation can note on prevalent aspects influencing learning needs demands. In the current business environment, organisations have been prompted to invest in flexible working strategies, health and safety (HSE) aspects in current COVID-19 pandemic.
  • Talent Development– In an organisation, needs could arise for achieving a holistic appreciation and developing different skills. For instance, for employees to best perform in their assigned roles and leveraging on competitive advantage, learning is essential.


As noted in Ellis and Bliuc (2019) there exist multiple approaches of learning which can either be formal and informal. This is as part of a group including a classroom setting, one-to-one learning including mentoring or coaching and also self-learning. Despite of these strategies being multiple, CIPD (2020b) note that the best approach must be in a position of supporting individuals, teams or the organisation in entirety for building the entire capability meeting business needs. The different approaches include;

Facilitation– This is identified as a strategy where different learners are encouraged to have a full control of their entire process of learning. As noted in Namasivayam (2019) the facilitation of knowledge, trainer role is facilitative and organising the provision of entire resources and supporting all learners. In the case of Technow, the involved participants learns actively with and from each other. Part of the learning process is identifying and implementing relevant solutions to various challenges, problems and developmental issues.

Consulting– This is implemented by a consultant who is involved in providing an appropriate learning experience. The process is implemented through harnessing an empowerment of the learners and all engaged stakeholders. Consulting is similarly adopted for promoting the employees training and development, successful design of curriculum and modules and ensuring that the best practice is achieved by the involved stakeholders. Due to the nature of Technow operations, this can be achieved through systems thinking, personal mastery, mental models, embracing shared vision and active team building.

Training– This is identified as a process intended in achieving specific education needs and goals. For instance, the employees could be taught on new skills or update on basis of new organisation protocols. In Technow organisation, the creation of training strategies could be inclusive of preparation of the employees with advanced skills set and ensuring an organisation has appropriately trained employees.

Coaching– The purpose of coaching is identified in CIPD (2021f) as a strategy of achieving an optimal performance and improvement in their work roles. This is through a focus on particular skills and goals which also elicit implications of individual personal attributes through both social interactions and confidence. In Technow, this can be executed at specific timelines or forming background of a progressive management style.

Mentoring– In an active business process, this is a strategy adopted in describing the relationship where more experienced employees are involved in sharing increased knowledge for supporting development of inexperienced staff members. For this to be successful in Technow, there is a need to evidence on skills related to questioning, to listen, clarify and reframe all aspects which are linked with coaching.


Please click the icon below to receive this assessment for only $10