Idetify Good and Bad Learning Experiences

1. IDENTIFYING INDIVIDUAL LEARNING NEEDS * Module (01) Identify individual learning needs Learning Outcomes At the end of this module, the candidate must be able to do the following: 1. Prepare for a diagnostic meeting and provide suitable materials and facilities to help individuals identify their learning needs. 2. Explain the aims of the diagnostic meeting to individuals and how information gained during the diagnostic meeting will be used. 3. Encourage individuals to feel relaxed, ask questions and express their views. 4. Establish the individual’s current and prior achievements. 5. Obtain individual’s views on their current learning needs and preferred learning styles. Introduction There are as many ways of identifying an individual’s learning needs as the circumstances where one might be confronted by the task of identifying them. This process can take place at any stage of one’s career development. The diagnostic meeting is taken as a prototype of methods that apply interview/counselling skill to accomplish this task. It is not taken as a substitute for taking into account the needs of the organisation and demands of the job as spelt out by the job description and job specification. Where a diagnostic meeting is carried out in an organisational setting this knowledge and other performance related information pertaining to the candidate is assumed as part of the whole subject of the process. Where such job related information does not exist the interviewer might have to carry out the job analysis and analyse all the constituent tasks of the job to gain a thorough understanding of the job and its demands on the incumbent. Then proceed and compare the candidate’s skills and knowledge.

The diagnostic meeting

There are many ways of identifying learners’ learning needs or carrying out what is sometimes referred to, as learning needs analysis. A job interview is a