Learning solutions embody many forms
But they all start with a complete audit of the organization and situation.
The Learning Needs Analysis includes:
- Meet your team – What do you need? How did you get here? Where do you excel? What are your concerns? (This stage can include individual interviews with team members).
- Identify the end-user – What types of people are learning? What other obligations do they have? What are there strengths and weaknesses? (This stage can include individual interviews with team members).
- Review products and infrastructure – What products do you have now? When was your tech approach last updated? What is working? What isn’t?
- Report – What did we find? Where are the gaps? How can they be filled? What will it take?
- Follow-up – Are you satisfied?
The Learning Design Plan includes:
- Budget – What can you afford? In the next year? Over three years?
- Prioritize – What do you need now? What can wait? What will you want in five years?
- Establish scope – What are the deliverables? What help do you need? What is the timeline?
- Report – What is the learning design strategy for your organization?
- Follow up – Are you satisfied?
Learning Needs Analysis and Learning Design Plans require good communication and a team effort throughout.