Organizational Needs Assessment
The Organizational Needs Assessment covers five core areas in your workplace. Using this tool will help determine whether skills gaps are affecting your organization's performance and identify which skills may require upgrading. Read each statement carefully. Indicate whether you agree or disagree with each statement. Make sure your responses relate to your organization. Once complete, an Essential Skills advisor will help interpret your scores and identify your organizational learning needs.
Name of Organization:
Needs Assessment Completed by:
Position Within Organization:
Contact E-mail Address:
1. Our vision and strategy is communicated to all stakeholders and employees.
2. We have set priorities and our change projects and initiatives are clearly communicated.
3. Our message regarding change in the workplace is clear, concise and consistent.
4. Our employees support and cooperate with organizational changes.
5. We have mechanisms in place to identify lapses in effective change-related communication.
6. We have a strategy for handling resistance to change in the workplace.
7. Our employees are provided the support needed to cope with and manage change.
8. In the past, most changes in our organization have been implemented successfully.
9. Our employees understand how change will affect the work environment.
10. Our employees' commitment to their work is as high as it was a year ago.
11. Our employees and stakeholders believe that any change in question is a necessary one.
12. Our employees demonstrate an understanding of their learning and development pathways and participate in continuous learning.
13. Our employees offer suggestions on how to improve processes and productivity.
14. Over the last five years, our organization has demonstrated the ability to adapt.
15. Our employees set and pursue professional development goals and are prepared to meet the evolving business landscape.
Transition to Leadership
16. Our line managers receive periodic training on how to engage, motivate and retain talent.
17. There is a clear alignment between the shared vision of our organization and its teams.
18. Our line managers use people management strategies, including mentorship, building professional relationships, and providing feedback.
19. Succession planning is intrinsic to our organizational culture.
20. Our line managers and senior employees coach co-workers and contribute to building a culture of continuous learning.
21. Our line managers analyze complex problems.
22. Our line managers have an accurate picture of their strengths and weaknesses and are willing to improve.
23. Our line managers build good working relationships with others.
24. Our line managers demonstrate an interest in managing outside of their current function.
25. Our line managers are able to adjust to ethnic and regional expectations regarding human resource practices.
26. Our line managers show interest and sensitivity to their team's needs.
27. Our line managers not only involve their teams, but listen and build commitment.
28. Our line managers recognize personal limits and strengths.
29. Our line managers translate vision into realistic business strategies and long-term objectives.
30. Our line managers respond to co-workers and external parties diplomatically.
31. We have implemented training programs to help line managers lead teams of diverse backgrounds, including different nationalities and age groups.
32. Our line managers act in accordance with the principles of sustainability.
33. Our organization's leadership shows concern for how change will affect teams.
34. Our line managers both support and take on the roles of coach, mentor, and facilitators of learning.
Diversity, Gender and Generations at Work
35. Our employees treat people of diverse backgrounds fairly.
36. Senior management models and articulates its commitment to workplace inclusiveness and harmony through its actions and communications.
37. Our employees are required to set developmental goals regarding workplace inclusivity.
38. The business case for workplace inclusiveness and harmony is clearly articulated and communicated within our organization.
39. We have training programs to help employees improve their ability to communicate and work on teams with members of different backgrounds.
40. Our employees show respect for others' rights and ideas.
41. Our employees understand and adapt to workplace culture.
42. Our team leads and line managers model and communicate inclusive practices and expectations to employees.
43. We have adapted programs and activities to reflect cultural differences.
44. We have established diversity and inclusion policies and procedures that include expected behaviours.
45. We can easily describe the cultural differences, norms and values of diverse communities in our area.
46. We have a mentorship program to ensure that employees of different backgrounds receive development support and guidance in their job roles.
47. We have an established conflict resolution process to manage and resolve conflicts between employees.
48. We conduct activities to build awareness and promote positive staff attitudes towards inclusiveness and harmony.
49. Our employees seek and accept constructive feedback from others.
50. Our performance appraisal process enables us to preempt and address undesirable interpersonal conduct.
51. All our employees have a work plan and performance objectives that identify the tasks, activities and expected results for future performance.
52. Every employee's training and development needs are reviewed at least annually and plans are established to address any gaps.
53. Critical positions in our organization are identified and succession plans are established.
54. Our organization continues to develop new strategies for learning throughout the workplace.
55. In our organization, it is easy to arrange informal groups to solve problems.
56. Our organization has methods to address employee performance issues or concerns.
57. Our employees show a willingness to learn and grow.
58. We promote a culture of workplace coaching and mentoring.
59. We use a structured development planning process to help poor performers improve.
60. The information in our training programs is presented in a logical and relevant manner.
61. Managers and supervisors who are responsible for managing the efforts of others are provided with appropriate learning opportunities to develop their supervisory skills.
62. Our employees are committed to on-the-job learning.
63. Senior management demonstrates support for learning by serving as learning role models within the organization.
64. Our organization develops new strategies for learning throughout the workplace.
65. Employee training is emphasized equally at all levels of our organization.
66. All our employees are trained to develop their learning capacity.
67. Our employees and teams apply learning from their successes and failures to their future actions.
68. Our employees are involved in determining the types of knowledge, skills and abilities they need to learn.
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