Asia Pacific Journal of Education, Arts and Sciences, Vol. 5 No.

3, July 2018
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Asia Pacific Journal of
Learning Needs Assessment of Non-Teaching Education, Arts and Sciences
Personnel as Input to Human Resource Vol. 5 No.3, 27-35
July 2018
Development Plan P-ISSN 2362-8022
E-ISSN 2362-8030
Ramonchito M. Lacsamana1, Lucila Portugal (PhD)2 www.apjeas.apjmr.com
Evangeline F. Delos Reyes (MA)2
1
Center for Research, Innovation and Data Management, 2Human Resource
Management and Development, Lyceum of the Philippines University,
Batangas City Philippines
1
rmlacsamana@lpubatangas.edu.ph

Date Received: May 28, 2018; Date Revised: July 7, 2018

Abstract – Learning needs assessment has a An individual development plan (IDP) is a tool that
fundamental role in education and training. In this study, helps facilitate employee development. The benefits of
the researchers attempted to identify the learning need of IDPs are: to identify their commitment as employee to
non-teaching personnel of one Higher Education their immediate superior that is involved for their
Institution in the Philippines in terms of Professional growth; and how employee will be supported
needs to Administrative Skills; Communication; accordingly and a framework for their development plan
Customer Service; Health Safety; Research will be provided [2].
Competencies, Community Extension Service, Personal The Human Resource management undertakes
Development and Organizational Needs and further, it leaning need among non - teaching personnel. It is a tool
also proposed Human Resources Development Plan. that determines which learning areas of will be of great
Descriptive type of research has been employed since it needing in improving their service performance. As a
focuses on the enhancement of the job performance of the review of learning and development requirements results
employee. A total of 835 employees were identified as the of the assessment will serve as a support to employees
subjects of this study. The result of the research revealed working as a team in order to attain the organizational
that the Administrative personnel identified public effectiveness. The LNA is seen to be as the first step to
speaking as the top most area they need to learn followed establish an effective learning and development plan of
by stress management, self-defense, communications and the management.
Health and safety in the work environment. A Employee of the academic institution are dedicated
Development plan was proposed to address the specific to provide quality education and develop leaders,
need of the non-teaching personnel. lifelong learners and globally competitive leaders,
Keywords – Learning Need Assessment, Non- lifelong learners and globally competitive professionals
Teaching, Professional Need and Administrative that possess competence, commitment, credibility and
Personnel. collaboration aligned with mission and vision. Being
HEI, the administrative personnel has its huge impact in
INTRODUCTION the key success of the organizational attainment to serve
Learning needs assessment (LNA) is an important the stakeholders with high performing rank.
part in the educational process that leads to changes in The findings of this study can be used as basis for the
practice, and has become part of organizational program further improvement of the development plan of the
for Human resource development. It provides substantial institution. Identifying the weaknesses and strengths of
input to the identified needs of non-teaching personnel to the employee will match the program to be conducted to
address the gap between the required skills and the needs of the employees in order to enhance the work
knowledge of employees and their current condition. performances and give a clear path of goals both on
It is a way to identify the learning needs of the employee and the management.
employee for the future development program to The HEI under study has the Widely Important Goals
promote a high level of job performance. Also a recurrent (WIG) that require employees should be a hundred
process that contributes how the employee developed percent research competent and involvement on
after the course planned and being evaluated [1]. community extension service. Even non-teaching
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 Asia Pacific Journal of Education, Arts and Sciences, Vol. 5 No. 3, July 2018
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personnel are also required to be research competent that Participants
can develop or enhance their skills on providing All employed administrative personnel of the HEI
information through critical reading & evaluate under study with the total of 835 employees were
data/statistical analysis. It can also develop their ability identified as the subjects of this study. The data of the
to propose an innovative framework on their workplaces employees involved were from the office of the Human
and can even critically evaluate the methods being used. Resource Department of the University.
LPU management ensures that employees are socialy
aware thru Community Extension Services. Where the Instrument
employees understand how they can serve different The instrument of this research was taken from
social situations, and effectively adjust their interactions HRMD which has been utilized to conduct the survey to
with other people so that they achieve the best results. identify what type training/seminar will be facilitated
The net result of social awareness is the ongoing annually for the learning needs of the administrative
development of social skills. That's the beautiful part personnel for specific year.
about emotional intelligence and it's a personal
continuous improvement process [3]. Procedure
There is a high demand to know the kind of training Human resources are conducting an annual survey
needed for the employee by the top management. for Administrative personnel. The researchers conducted
Training needs analysis will determine on what training a research proposal to the University President in
should be provided on a specific aspects. Human conduct of this research. Also, consulted the University
Resource office has a big role in conducting LNA, Statistician for the data has been collected and tallied
because HR records like safety and accident reports, exit accordingly.
interviews, attendance records and such will be helpful
in creating an effective development plan to be serve in Data Analysis
the valuable employee All organization can select the The data collected were classified, tabulated and
most accurate method, taking into account such factors coded for the analysis. The following tools were
as organization size, technology, organizational employed in interpreting the data and obtained from the
structure, training staff, facilities, and budget [4]. instrument used in the data interpretation such as
In addition, since the management and employee are weighted mean and ranking.
involved, the school management ensures that there must The weighted mean and ranking were utilized to
be professional, organizational and personal determine the respondents’ learning needs for
developments to identify the learning needs to be enhancement of their job performances.
assessed based on the necessity and requirements of the The given scale was used to analyze and interpret the
organization where professional development is result of the data gathered:4.50-5.00: Of Greatest Need;
acknowledged to be centrally important in maintaining 3.50-4.49: Of Great Need; 2.50-3.49: Of Some Need;
and enhancing the quality of job performance in schools 1.50-2.49; Of Little Need; 1.00-1.49: Not Needed.
[5],[6].
RESULTS AND DISCUSSION
MATERIALS AND METHODS Table 1. Professional Needs in terms of Administrative Skills
Research Design WM VI Rank
Descriptive type of research was employed in this 1. Decision Making 3.54 of a great need 3
study since it focuses on the enhancement of the job 2. Planning/Organizing 3.61 of a great need 2
performance of the employee, weighted mean was used 3. Problem Solving 3.64 of a great need 1
to analyze the result of the Learning Needs Assessment 4. Office & Records 3.38 of some need 4
survey. Management
It aims to gather data, organize, tabulate, depict and Composite Mean 3.54 of a great need
describe the data collected [7]. A retroactive type of
study was also employed because the data gathered came The table 1 presents the Professional needs in terms
from the existing documents of the Human Resources of administrative skills. The LPU Administrative
Management & Development of the institution under Personnel responded that the following skills are of great
study. need to enhance their performance with the composite
mean of 3.54. According to the responses of the
employees, skills of office & record management as
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 Asia Pacific Journal of Education, Arts and Sciences, Vol. 5 No. 3, July 2018
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some needed (3.38) unlike the problem solving skill evidence that communication can be a major factor of the
(3.64), followed by planning & organizing skill (3.61) success of the team.
and decision making skill (3.54) are identified with the
great need of improvement. The respondents believed Table 2. Professional Needs in terms of
that the problem solving is one of the areas they need to Communication
improve as part of their administrative skills. They see WM VI Rank
the urgency of this skill to maintain stress free 1. Active 7
3.41 of some need
environment in offering alternative solution to the Listening
immediate problems encountered. Problem Solving tries 2. Oral 3.75 of a great need
2
to find a mutually beneficial solution for both parties. Communication
Information sharing is an important feature of this style 3. Business 3.7 of a great need
3
Writing
because both parties need to identify common ground
4. Grammar Usage 3.67 of a great need 4
and potential solutions that satisfy both (or all) of them
5. Letters and 6
[8]. On the other hand, problem-solving styles serve as 3.61 of a great need
Memos
protective factors in the conflict-stress association [9]. 6. Presentation 5
The result implies that the LPU-B administrative 3.62 of a great need
Techniques
personnel is in great need of training in terms of 7. Public Speaking 3.93 of a great need 1
administrative skills as indicated in the survey to avoid 8. Information 8
the larger scale of conflict in their work environments. 3.40 of some need
technologies
Compromising and collaboration are the preferred styles Composite Mean 3.63 of a great need
of conflict resolution. However, compromise can leave
individuals feeling unsatisfied, whereas collaboration Workplace teams often face complex tasks that
can solve a conflict and result in all individuals having require teams to share task-relevant information to
their needs or goals reached [10]. Because of the coordinate actions and collectively accomplish
undesirable personal and organizational consequences of organizational goals. Research suggests that the
unresolved conflict, employees need to understand how development of Shared Mental Models (SMM) and
to deal with workplace conflict, and mangers, especially, Transactive Memory Systems (TMS) can help workplace
need to implement effective resolution strategies that can teams coordinate their actions. These tools enable teams
lead to improved workplace climate, communication, to implicitly coordinate their actions and to perform tasks
and productivity [11]. in fast-paced environments [16].
Succession planning is long-term and systemic. It is Based on the result, the professional needs in terms
defined succession planning as ensuring leadership of communication has the composite mean of 3.63 and
continuity in key positions, retaining and developing interpreted as a great need for employees to avoid
intellectual and knowledge capital for the future and to barriers in communicating with their audiences. Public
also encourage individuals [12]. In other words, speaking is identified as ranked number one in the survey
succession planning encourages leaders to review the (3.93).
demands of the organization by identifying and Public speaking is extremely important for the
providing solid developmental experiences for employers and employee to perceive this skill to the
employees for high performance. career success [17]. It was also emphasized that the
Commonly, decision making is very crucial in importance of employee input for improving workplace
human life. Most especially if someone belongs to practices, it was revealed that most of the employee has
professional environment, so it is very important to the restraint in expressing their thoughts, opinion or
obtain outputs with functional use of decision-making voice in the fear of miss interpretation of the
skills [13]. Also, there is a positive significant correlation management in the relation intention of the employee
between self-esteem in decision making and overall self- [18].
esteem [14],[15]. Decision making skill can affect As the table 2 presents oral communication (3.75),
organization and course of life and social relations [14]. business writing (3.7), grammar usage (3.67),
Table 2 presents the professional needs in terms of presentation technique (3.62) & letters and memo (3.61)
communication. Communication is an important skill to has been interpreted also as in great need for their job
the workplace; it serves as process to create a good performance. On the other hand active listening (3.41)
impact for better team effort output. It is also concrete and Information technologies such email protocol, uses
of MS word, excel, powerpoint and lay-outing
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applications (3.40) has been interpreted as some need of Customer Service Strategies (3.54) and Quality Service
improvement. Mostly in the higher education institution (3.51).
uses technology-based performance. [19]. LPU-B Customer Service will determine the success of the
administrative personnel have shown that there are Institution. The stakeholder believed that in all
confidently aware on the use on Microsoft office and organization customer service is the spirit of success. The
other lay-outing applications because it was well employee especially the front liner should have the
provided and maintained in their workplaces. Likewise, ability to identify how to learn the need of the
the Microsoft 365 account was provided for free access stakeholder. Listening, understanding and serve can
for all employees and being utilized by the whole delighted the stakeholders and produce a growing profit
institution as an effective medium of communication. year after year [21]. Since the customer service is the top
In this modern business world, there are various expectation from the institution and to produce a
ways of communicating within the organization. Internal exceptional service, the management should support the
communication refers to the sharing of information employee to attend a training that is related to customer
within an organization for business purposes. Based on service [22]. The work of the employees is important for
the experiences of seasoned leaders, including this two reasons: either positive or negative value which has
author, still the best form of communication is the face a direct impact on the experience of the guests.
to face communication. Face-to-face communication, as Stakeholders expect the organization to provide a
per author’s experience, conveys not only a speedy exceptional employee that can cater all they need with
understanding of the message or information; timeliness, attentiveness and well accommodating
importantly, this also forms a better form of fellowship treatment [23].
and bonding with each other, that is vital for a creation The employee should always keep calm and don’t be
of unity and teamwork within the organization. affected personally if the employee is expressing
However, this form of face to face communication is retaliating complaints towards to their services, instead
oftentimes not possible, due to expanding roles of leaders of being affected it is better to provide a quality service
who have to attend to various commitments, which while resolving the complaints. In a study conducted
include responsibilities on how to continuously innovate shows that employee experience greater anger when they
the ways in meeting customer needs and requirements. blame someone other than themselves for causing the
Organizations must continue to share information to its service failure mostly if they didn’t resolve it properly
employees so it can travel beyond efficiency and towards [24].
an innovative culture [20].
Table 4. Professional Needs in terms of Health and Safety
Table 3. Professional Needs in-terms of Customer Service Health and Safety WM VI Rank
Customer Service WM VI Rank 1. First Aid 3.75 of a great need 3
1. Customer Service 3.54 of a great 3 2. Hazard 3.70 of a great need 4.5
Communications
Strategies need
3. Health and Safety in the 3.70 of a great need 4.5
2. Handling Hostile 3.67 of a great 1 Work Environment
Customers need 4. Fire Precautions 3.59 of a great need 5
3. Quality Service 3.51 of a great 4
5. Personal Protective 3.56 of a great need 7
need Equipment
4. Processing of 3.66 of a great 2 6. Health and Wellness 3.62 of a great need 6
Customer Complaints need Activities
Composite Mean 3.59 of a great 7. Sexual Harassment 3.33 of some need 9
need 8. Self Defense 3.87 of a great need 2
9. Stress Management 3.92 of a great need 1
Survey says that LPU administrative personnel are in 10. Threats and Violence in 3.44 of some need 8
a great need of training in terms of Customer Service Work Place
with the composite mean of 3.59. Composite Mean 3.65 of a great need
The researcher found out that all of the indicators of
professional needs in terms of Customer Service are in of The table 4 shows of a great need for learning that
a great need of improvement, Handling Hostile affects their job performance on professional needs in
Customers (3.67) is in the rank number 1 in table 3 terms of Health and Safety with a composite mean of
followed by Processing of Customer Complaints (3.66), 3.65. the researcher have concluded that stress
management (3.92), self-defense (3.87) and first aid
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 Asia Pacific Journal of Education, Arts and Sciences, Vol. 5 No. 3, July 2018
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(3.75) were the top three areas they want to learn more to the next pyramid level, needs in the lower level are no
about Health and Safety. longer prioritized. However, if a lower set of needs is
Employee health and safety programs should be a suddenly not being met, the individual temporarily re-
major priority for management because they safe lives, focuses attention on those unfulfilled needs.
increase productivity, and reduce costs. These health and
safety programs should stress employee involvement, Table 5. Learning Needs in Research Competencies
continued monitoring, and an overall wellness Research Competencies WM VI Rank
component [25]. Workplace should not be prone from 1. Conceptualizing 3.44 of some need 4
areas for research
unwanted instances most especially on health and safety 2. Analysis and 3.69 of a great need 2
that will affect the function of the employee and the interpretation of data
organization. The workplace condition has a direct including knowledge
implication with organization capabilities, the employee of basic statistical
must feel the safety to perform above the needs of the techniques
3. Research report 3.61 of a great need 3
stakeholder [26]. It is clear that safe working conditions writing
have an effect on the habits of workers, which in turn 4. Statistical analysis 3.64 of a great need 1
impacts on efficiency. This implies that employees Composite Mean 3.59 of a great
working in a safe condition are likely to perform in a way need
that will not cause them harm. The mission of the University Research Center stated
Aside from employee the Government should also that, “It is committed to improve the institution’s
always look ways to address the issue on Health and research capabilities, enhance research culture and
Safety to secure the implementation of policy in different continuously ensure the production of quality research
organizations to increase the motivation and satisfaction that shall contribute to institutional and community
of employee that will produce a healthy economy. In an development”. For this purpose, a regular budget is
early research conducted its was affirmed that if safety appropriated for research. All the research tasks shall
and health found out in the work place leads to comply with the requirements of the institution,
motivation and satisfaction. [27]. A labor code of the Commission on Higher Education and other regulatory
Philippines is to protect every workingman against the standards.
dangers of injury, sickness or death through safe and The table 5 revealed that the admin personnel of LPU
healthful working conditions, this is also a way to hire are still in a great need of training in terms of becoming
and conserve a valuable employee that will contribute to research competent with the composite mean of 3.59.
the nation “Health shall cannot a sound state of the body With the weighted mean of (3.61) statistical analysis was
and mind of the worker, which enables him to perform identified as number one reason why the admin
his job normally, in a state of well-being” “Safe or Safety personnel is in great need followed by analysis and
shall refer to the physical or environmental conditions of interpretation of data including knowledge of basic
work or employment, which substantially comply with statistical techniques (3.69), research report writing
the provisions of this standard” [28]. (3.61) and conceptualizing areas for research (3.44) that
In a research conducted it was highly recommended has been interpreted as of some need. The LPU
that the organization should lower and minimize the Administrative personnel see that the research is required
work load and stress of the employee and pay adequate for professional and self development through training.
salary and provide training based on their job Organizational research and analysis would also be
performance [29]. needed for assessment of performance management,
Non teaching personnel believed that they need in process reengineering, departmental assessment and
moderate level to learn about hazard communication & well-being of staff members. The LPU administrative
health and safety in the work environment (3.70) personnel believe that analyzing the data available in
followed by fire pre caution (3.59), health and wellness their workplaces is a key to identify the needs of
activities (3.62), personal protective equipment (3.56). improvement and summarizing their job performance.
Among ten indicators threats and violence in work place Research is required not just for students and
(3.44) and sexual harassment (3.33) is at of some need of academics, but for all professionals. It is also important
improvement. for budding and veteran writers [30]. Among
The higher needs in the Maslow Hierarchy of Needs professionals, finding an interesting topic to discuss
only come into focus when the lower needs of the and/or to write about should go beyond personal
pyramid are met. Once an individual has moved upwards experience. Research supports a culture of organizational
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 Asia Pacific Journal of Education, Arts and Sciences, Vol. 5 No. 3, July 2018
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learning as a positive influence on innovative employee on stakeholder feedback and its audience. In a research
behaviours [31]. However, it concluded that work conducted shows that professional images emerge on the
engagement also plays a vital role in innovative interaction of societal attributes and individual processes
employee behaviours [32]. In a team, the ability of of adoption and revision [37].
sharing experiences will be a key result to have an
effective research team and conducting research will help Table 7. Learning Needs in terms of Personal Development
to provide new foundation of knowledge for the future Personal Development WM VI Rank
uses [33]. 1. Work Ethics 3.43 of some need 3
2. Professional Image 3.49 of some need 1
Table 6. Learning Needs in Community Extension Services 3. Self Discipline and 3.44 of some need 2
Community Extension WM VI Rank Emotional Control
1. Conceptualizing community 4. Coping with Change 3.39 of some need 4
extension projects/activities of a great Composite Mean 3.44 of some need
3.64 1.5
in line with the field of need
specialization Increasing productivity, performing good
2. Implementing, documenting, written/oral communication and attention to details will
monitoring and evaluating of a great be considered as positive traits of an individual employee
3.64 1.5
community extension need
that will hone better image of organization [38]. Aside
activities
of a great from the emotions subject to management control, still
Composite Mean 3.64 there has no systematic examination of the everyday
need
Community extension as one of the trifocal functions emotions experiences of the employee on their daily
of HEIs is where caring and collaboration exist. The activities and interactions with one another. The
institutions together with the different academic emotions have been rendered by the emotional stress is
departments, students, faculty members and staff have not accommodated accordingly it will be dealt with the
been involved in providing extension service to the implication in their job performance for their day to day
adapted community [34]. work [39].
LPU-B as an active partner of the Community
Table 8. Learning Needs in terms of Organizational Needs
provides services that would be beneficial for the Organizational Needs WM VI Rank
development and quality of living in cleaning its
1. Understanding Lyceum’s 3.34 of some need 6
shoreline wherein partnership has established Core Values and
camaraderie and unity among the people in the vicinity Institutional Culture
[35]. 2. Understanding and 3.21 of some need 7
Table 6 shows that learning needs assessment of the implementing 7S (good
Housekeeping)
University in the area of community extension is in great 3. QMS ISO 9001:2008 3.13 of some need 8
need in terms of conceptualizing community extension 4. Investor in people 3.39 of some need 3.5
projects/activities in line with the field of specialization 5. Philippine Quality 3.36 of some need 5
and implementing, documenting, monitoring and Award
evaluating community extension (3.64). 6. Other Quality Assurance 3.39 of some need 3.5
Planning, implementing, and evaluating an Tools
intervention can be a daunting project, especially for 7. How to Promote health 3.66 of great need 1
and safety/First Aid
someone who has never been involved in such an effort. 8. Building Teamwork 3.56 of great need 2
However, you can improve your chances of success if (how to be a good team
following the certain steps [36]. Player)
The table 7 shows that all indicators of LNA for Composite Mean 3.38 of some need
personal development is identified of some need of Table 8 shows that the LNA for organizational needs
improvement for the LPU admin personnel with the has of some need of improvement with composite mean
composite mean of 3.44. Still, a room for improvement of 3.38.
in the following: professional image (3.49) , Self Any company delving into training and development of
Discipline and emotional control (3.44), work ethics its workforce should first learn how to properly identify and
(3.43) and coping with change (3.39). assess training needs. This is the single most important thing
It showed that the admin personnel want to discover that helps executives to address the gaps between the
ways that can enhance and promote their image and existing training and training which will be required in the
personal brand and creating a positive reputation based future.
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 Asia Pacific Journal of Education, Arts and Sciences, Vol. 5 No. 3, July 2018
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 Asia Pacific Journal of Education, Arts and Sciences, Vol. 5 No. 3, July 2018
______________________________________________________________________________________________________________
PROPOSED DEVELOPMENT PLAN
Program Strategy People Involved Expected Output
Inform the employee on what
HRMD 1. The employee will be able to use different
kind of communication is
Dept. Head/Dean way of accurate communications.
available on workplaces (how
1. Re-orientation on the Employee and 2. To exercise their critical thinking and sharing
to use and practice). To define
use of an effective Center for their personal, experience based on insights
that the communication is not
communication medium Learning and and best practice cited
barrier and has a different
Applied Media 3. Improve the Department Head and personnel
medium that are in need of a
(CLAM) relation
correct usage.
1. Employee and Department head can easily
choose and apply appropriate problem solving
and decision making processes and methods
2. Employee and head can also identify common
2. Training on how to Let them gain confidence in HRMD issues to be addressed by an effective problem
handle and address assessing problems Dept. Head/Dean and decision making
problems in the accurately, evaluating Employee, 3. To be able recognize the human variable in
workplace among alternative solutions, and Counseling problem solving and decision making
employee anticipating likely risks. Center 4. Apply concepts to enhancing personal
development and organizational performance
5. Explain the key elements of problem solving
and decision making and the barriers
associated with them
Teach them to identify the HRMD 1. Continuous planning and consultation with
3. Increasing awareness on source and level of stress on Dept. Head/Dean the expert on the field
stress management the employee and how to Employee 2. Addressed sources of stress will be handled
among employee avoid it affecting their job Counseling properly by the Head and employee without
performance Center affecting their job performance
1. More employee can perform their duties
without worrying about their health and safety
Expose and increase their HRMD 2. More employee will be able to handle any
4. Health and safety
awareness on the health and Dept. Head/Dean hazardous situations in terms of their safety in
promotions
safety precautions Employee or out of their workplace
3. All employee is ensured and updated with
their health status
1. Having possibilities to select, organize, and
Increase community manage programs that contribute to change
awareness about social issues and development
5. Increasing Societal Com. Ex.
and to promote the practice 2. Extension facilitators effectively can help
Awareness in the HRMD
of good project delivery individuals, families, and communities to
beneficiaries Dept. Head/Dean
which can help the chosen reflect upon their realities and build relevant
beneficiaries programmes, thus improving the quality of
rural life
1. The employee can confidently communicate
Give example on constructing more effectively on their workplaces
6. Practicing exposure on and planning effective speech HRMD 2. Employee will be able to participate in
presenting and public or a presenting and hot Dept. Head/Dean discussions
speaking listening and engaging the CLAM 3. More improved practical skills in designing
audiences. and delivering effective presentation
interactively
1. Employee can cite best practices by reading
HRMD literatures/relate experiences
Showing different research
Dept. Head/Dean 2. Employee can easily locate information,
7. Building research approach that will be used to
CRID perform critical reading and evaluating data
capabilities practice critical thinking and
University and information sources
analysis.
Statistician 3. Enhance the ability to theory and demonstrate
the ability to think outside the box

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