Training & Learning Needs Analysis
Learning and development are key aspects of sustained organisational performance not just tools for HR, and creating an effective learning strategy is never more crucial than in times of constrained finance, restructuring and redundancies. Such an approach incorporates TLNA and constant evaluation of the plan aligned to the organisation's strategy and goals.
What is training and learning needs analysis?
Training and learning needs analysis, formerly called just training needs analysis (TNA), can be seen as a health check on the skills, talent and capabilities of the organisation. It is the systematic gathering of data to find out where there are gaps in the existing skills, knowledge and attitudes of employees. It involves collecting data about existing employees’ capabilities and the organisational demands for skills, and the analysis of the implications for changes in capability of new and changed roles. It should always flow from the business strategy and its aim is the production of a plan allowing the organisation to ensure there is sufficient capability to sustain business performance.
Why is needs analysis important?
Careful analysis of needs is important because:
What is training and learning needs analysis?
Training and learning needs analysis, formerly called just training needs analysis (TNA), can be seen as a health check on the skills, talent and capabilities of the organisation. It is the systematic gathering of data to find out where there are gaps in the existing skills, knowledge and attitudes of employees. It involves collecting data about existing employees’ capabilities and the organisational demands for skills, and the analysis of the implications for changes in capability of new and changed roles. It should always flow from the business strategy and its aim is the production of a plan allowing the organisation to ensure there is sufficient capability to sustain business performance.
Why is needs analysis important?
Careful analysis of needs is important because:
- Organisational performance depends on having the right quality and quantity of human capital. If this is not present, organisations may struggle to implement strategies and achieve targets.
- Analysing the areas where capability needs to be enhanced allows organisations to create a human capital investment strategy to support business objectives.
- Providing learning opportunities enables staff to achieve personal and career goals and increases employee engagement. This in turn can drive business benefits, particularly in the shape of increased productivity and retention.
- Well-planned training is an effective retention strategy, particularly for those identified as talent. However the costs of employee turnover and churn are significant and good LTD helps to ensure that the right people with the right skills and capabilities are retained.
- If an initial assessment is made based on organisational needs and strategy, then it is likely that cost-effective learning provision will result.
- Having a clear idea of what needs to be learned and of the outcomes expected provides a foundation enabling training and learning professionals to evaluate the effectiveness of training and development provision, and to demonstrate to the organisation the effectiveness and impact of LTD.
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Source for text:cipd.co.uk
