A learning solution fills a gap in an organization’s learning environment.
Identifying the size and shape of that gap is essential to matching an organization’s KPIs to learning objectives.
The Learning Needs Analysis includes:
- Meet your team – What is the state of your current training? What learning goals do you have? How will you measure the success of those goals? What are your concerns? What infrastructure do you have in place to meet those goals? This stage identifies the scope of the project and can include interviews with managers and an overview of the technological infrastructure.
- 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 employees or trainees, surveys, as well as a review of the job definition itself with an analysis of the skills and tasks required to execute a specific job.
- Review organization’s training curriculum and delivery strategy – What training products do you have now? What is working? What isn’t? This stage can include a review of all training KPIs, learning materials, and even the physical learning space.
- Report – What did we find? Where are the gaps? How can they be filled? What will it take? A needs analysis report will include the following: Executive Summary, theoretical foundations, findings, and recommendations.
- Follow-up – Are you satisfied? If so, do you need help with a Learning Design Plan?
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.