This essay stresses that learning needs assessment and investment in the employees’ training and development offers an organization competitive advantage. The link between HRD department’s assessment of the learning needs of the employees, employees’ performance, and organizational performance may actually be reversed with the three still being the corners of one triangle owing to the fact that organizations that perform good and have a high repute among the public are sources of attraction for the potential candidates.

This paper makes a conclusion that HRD department’s assessment of the learning needs of employees, employees’ performance, and organizational performance are three variables that are linked with one another in a triangular relationship with each of the three variables occupying one corner of the triangle. The direction of influence of one variable upon the other can run both ways in a triangle. In a vast majority of cases, there is a two-way flow along the triangles, with the flow of one direction stronger as compared to the other depending upon several external and internal factors that influence the organization’s culture, employees’ motivation, and brand image in the public eye. Generally, if at least one of the three variables is good, it has a positive effect on the rest of the two variables irrespective of the direction of flow of link along the sides of the triangle. Likewise, poor performance shown by one of the three variables can have a regressive effect on the rest of the variables no matter which direction the link flows in.