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The methodology described in this article is of significance to human resource development (HRD) scholars seeking to better understand employee perceptions of the work environments in which practitioners seek to develop employees. Diagnostic instruments tailored to specific work settings can be developed simply and inexpensively with the approach described. A summated rating scale was developed to measure employee perception of a broad range of work environment variables that research has shown influence employee development and performance. An employee perception-based factor model was then developed based on factor analysis of data gathered with the study instrument. Analysis of the data indicated an interpretable five-factor model. Based on the salient variables of the factor model, a shorter diagnostic instrument was developed specifically for the work setting used in the study. The approach developed in this study can mitigate the obvious problem that arises if one attempts to generalise a single set of work environment factors as representing the perceptions of work groups which may have significantly different demographic or occupational characteristics, work settings and cultures. While the specific factor model and diagnostic tool generated in this study cannot be generalised beyond the study population, the instrumentation and methodology can be used to develop unique factor models in other work settings to provide the basis for diagnostic instruments appropriate for those settings and work groups.