Learning Needs Analysis

Learning Needs Analysis

Analyse, Design, Deliver, Evaluate

Recently lots of people have been asking for templates of Learning Needs Analyses (LNA) and wondering how they fit into the greater scheme of things. Learning Needs Analysis, also knows as Training Needs Analysis (TNA) is the very first step in the Learning Cycle.

There is more and more business emphasis being placed on thorough evaluation of learning requirements and ensuring that training is actually fit for purpose. This is going to become increasingly important as we navigate this sea of Covid 19 as training departments are being scaled back and e-learning is suddenly more prevalent. If companies are to spend money on training and development, it is essential that a robust framework is in place from the outset.

The entire Learning & Development function of a business should focus upon a specific framework which is fully embedded into the Human Capital management function. Generally speaking, this framework is based upon a Competency matrix (skills, qualifications, experience, behaviours etc.) which ties together Job Descriptions, Promotion strategies, Salary/ Grading Structures, Personal Development Planning and the activity of the Training team amongst many other things.

So, what happens when one department is demanding lots of extra courses from the training team? How do you prioritise your workload? How do you decide whether or not there is a real benefit from provided this course? This is where your LNA comes into play. I’ve written loads of these over the years - Learning Needs Analysis, Training Needs Analysis or even Redesign Needs Analysis for the purpose of Organisational Design. It is a formal, professional, data driven approach to your decision making.

What should you include in your LNA Document?

1.       Business Prioritisation – in relation to Business Strategy, Mission, Vision & Values; There are 3 main levels to consider a. Organisational/ Strategic b. Departmental / Operational c. Individual

2.       Gap Analysis - What gap do we hope to fill by implementing new Training and Development? This will normally link back, at least partially, to your HCM framework. This may include undertaking a PESTLE analysis, KPI investigation and using other such strategic tools;

3.       Job, Role, Skills, Competency and/ or Content Analysis;

4.       Confirmation of Issues being experienced: i.e. Client Meeting; Customer Feedback; Employee Questionnaires; Personal Development Plans/ Annual Appraisals etc.

5.       Process Analysis – What information can you find on SOPs, Process Maps, Quality Assurance documentation?

6.       Cost Benefit Analysis

7.       Final SMART Recommendations

8.       Revisitation Section – after training has been developed and rolled out – make sure that measurements are in place for evaluation.

Once you have spent this much time analysing the requirement for a training intervention it should be clear what is required by the business and it is not necessarily what the department are asking for. Very often the intervention requirement is for more focused management attention, for quality assurance interventions or remapping of processes. Training does not solve every problem and by using a professional LNA document you can evidence the requirements and present them in a formal manner using clear data-driven instruction.

This is perhaps, unfortunately, the most overlooked and under-rated step in the Learning Cycle. Learning facilitators must hone their analytical skills and work on the first step in the process. If this is not a priority of your department you might find that you spend a lot of time and money designing and delivering courses which bring no real value to the business. How can you continue to justify this?

If you would like some help in creating your own personalized LNAs please do not hesitate to get in touch as we have many templates, we can share with example case studies.