Learning and Training Needs Analysis Online

Program Overview

Analysis of the performance gap indicates a need for a learning intervention. Great, but where do you start? What will it look like? Who needs it? When do they need it? How will it be delivered? Who will be needed to develop and deliver the learning initiatives? This, virtually facilitated, three (3), 2-hour sessions, program provides a structured process to identify and prioritize corporate learning needs.

Who Should Attend

Is this program right for you?

Learning professionals, HR professionals, managers, coordinators, administrators, and corporate executives responsible for identifying, planning and scheduling department and corporate-wide learning initiatives.
Learning and HR professionals making decisions on learning interventions, including whether to buy or build.
Individuals responsible for budgeting, forecasting or justifying training costs to develop, buy or implement learning programs.

Key Benefits

What you will gain

Use a structured process to assess workplace learning needs.
Follow a real-world case study with data, analysis and reports.
Compare your organization to recent benchmark data.
Take home a set of learning needs analysis tools that can be adapted to your need.
Receive Complimentary Post-Learning Sustainment.

Program Objectives

What you will be able to do

Define a Learning and Training Needs Analysis (LTNA).
Identify when to perform a LTNA.
Describe what information/data will be gathered.
Determine the sources of data.
Determine the level of required data.
Describe specific data collection methods.
Create an effective questionnaire.
Explain how to analyze the data collected.
Prioritize new learning and training requirements.
Describe the components of a Corporate Training Plan.

Content Outline

What the program covers

WHEN TO CONDUCT A LEARNING NEEDS ANALYSIS

Benchmark your learning and development organization.
Evaluate existing learning initiatives.
Assess the impact of current business needs on human performance.
Respond to a client request.
Plan a learning needs analysis.

DATA COLLECTION

Determine what data is required.
Decide how to collect the data – survey, interview, observation, focus group, documentation review and tests.
Develop the best survey.
Ensure the data will be easy to analyze.
Evaluate online survey tools.

DATA ANALYSIS

Examine simple formats for summarizing data.
Compare basic data analysis techniques.
Explore spreadsheet capabilities for data analysis.
Interpret data analysis and summaries.

COMMUNICATION IS THE KEY

Set expectations.
Facilitate participation to improve the quality and quantity of responses.
Maintain open communication.
Present results to stakeholders.

NEW LEARNING REQUIREMENTS

Identify gaps between identified needs and current learning initiatives.
Outline content for new learning initiatives.
Make a build or buy decision.

CORPORATE LEARNING PLAN

Describe the current situation.
Identify the new learning requirements.
Develop an Implementation Plan.
Prepare a budget for the implementation.
Create a Learning Schedule.
Summarize your findings in a Corporate Learning Plan.
Present your findings to management.

Online · Microsoft Teams

+ applicable taxes · Secure online registration

Program Guide ↓

Need a custom session?

We deliver this program for groups of 5 or more at your convenience.

Learning and Training Needs Analysis Online