Final answer:
Managers should identify employee training needs before setting Learning and Development objectives to align with business strategies, evaluate skill gaps, and benefit both employees and the organization. The option (B) is correct.
Step-by-step explanation:
Before setting the objectives of Learning and Development (L&D), managers should identify employee training needs. This is essential for aligning L&D objectives with the overall business strategy, which aims to foster a more educated workforce, adopt fiscal policies focused on investment in human capital, and ensure that the technology and skills present in the organization are capable of meeting current and future demands. To identify these needs, managers can evaluate various aspects, such as current performance levels, skill gaps, and long-term business goals. Doing so helps in creating L&D programs that are relevant and beneficial for both the employees and the organization.
Understanding the labor market trends, such as shifts in the demand and supply curves due to new technology, is important for L&D, but it primarily follows the initial assessment of employee training needs. Moreover, it is valuable to review the purpose of a performance evaluation and recognize the expectations of the employer. The outcome of performance evaluations can also illuminate areas where L&D can be beneficial. Additionally, adopting new technologies should be a strategic choice that ensues from identifying which technologies will enhance the workforce's performance and capabilities. Therefore, option (B) is correct.