Phone: 0191 284 3322
Address: 50 Ferrisdale way, Ne3 2se Newcastle upon Tyne
At Apex, our overall concept when identifying the overall organizational needs, we insist on taking a very comprehensive examination of what is currently being done, hardware and software being used, what knowledge, skills, and abilities employees have, what innovative technologies should be added or subtracted to the entire organisation’s processes. We understand that areas of assessment and assessment methods can differ from organisation to organisation and most certainly the approach differ within the organizations themselves.
The process of identifying needs starts with categorizing the organization’s needs into specific areas. We encourage organisations to state their “felt” or “perceived” need as an overall desire for improvement in that particular department or area. Examples or determining issues in an organisation can be as simple as management pointing out that customer service complaints have arisen. In some cases, there may not be a direct link to the training program, but the identification of a rise in complaints is a perceived need.
Next, comparative needs are those needs that are discovered by comparing the Organisational operations to a set of industry standard or criteria, either internal or external. For instance, hard-number production reports may indicate that a certain target goals are not meeting the requirement.
Third, an identified need occurs in response to a recognised failure of some type, such as not meeting sales goals for a set time period. Identified needs can also be so-called “critical incident” needs, which may occur because of a catastrophic failure such as a factory explosion, a regulatory infraction, or even a natural disaster.
The final needs category is “future or anticipated needs”, which are obviously needs that will occur based on organizational changes, such as new products, new services, or mergers and acquisitions. Although this is a very simple view of the needs that may encounter, it serves as a starting point for overall needs analysis. Change management can produce this type of needs inadvertently.
Apex business also suggests that organisations can further separate the areas of need within the categories. For example, needs can be based on levels of current training, that is, if current training is not meeting the mark then it will probably need to be rewritten. Apex has capability to identify training needs based on a needs analysis of the organisation.
Organisational needs can further be related to specific tasks or jobs. For example, if an identified or critical incident need appears; it may be because of gaps in job or task performance, which may point to training gaps. Some Organisational needs can also be related to alternative organisational issues such as system of management, work environment, nature of industry or even market or industry forces other than training.
Apex business helps organization’s to see and identify needs related to developmental concerns in areas such as leadership, career progression, management, or human resources. Apex business also helps organization that are heavily regulated, to address needs that may be recurring repeatedly suggesting that improvement maybe required, such as training for regulatory compliance and legal issues. This is something that our organisation is capable of helping faltering organisations.