Learning Needs Analysis - Introduction

This learning needs analysis article is based upon a publication in the Jossey-Bass/Pfeiffer Training Annual.

Learning needs analysis should utilise competence studies. Why? Because competence studies provide the most accurate learning needs analysis results. However there are other valuable sources of information relating to learning needs analysis and that is why you can also utilise HRD consultants who have in-depth experience of Human Resource Development and a range of HRD consultancy services.

This article examines six areas associated with the consultancy aspect of learning needs analysis and provides guidance on how to use them through scenarios and checklists. To achieve effective learning needs analysis we would encourage you to approach learning needs analysis that considers the organisational context of the training requirement, users of the training, the content of the documentation used in the training, the suitability of training to resolve the identified organisation / performance problems / needs and, lastly, readers are encouraged to conduct a cost-benefit analysis of the proposed training.

Question: What kind of data pops up when you use an Internet search engine to look up the words learning needs analysis ?

Answer: A mishmash, with a good dose of information about competency studies.

As a learning needs analysis tool competency studies provide useful data about individual group members. Competency studies fill the role of focusing learning needs analysis on employee performance and therefore provide the collaborative evidence for performance appraisal. With group statistics they produce learning needs analysis from a cross sectional / functional / level perspective, thus providing direction for departmental / organisational generic training. Finally competency studies can feed personal development plans and supporting mentoring systems. Using competency studies particularly when conducted by outside agents adds considerable credibility to the learning needs analysis process and results in a consensus about current skill levels and areas identified for improvement.

Competency studies should be in every learning needs analysis tool box. However, if the only tool one has is a hammer, everything is a nail. Therefore we also provide capability and psychometric assessment studies. But it doesn't end there. One goal of this article is to identify other key contributors to learning needs analysis.

Taking stock - what is learning needs analysis?

One could say that learning needs analysis is a process of gathering and interpreting data for identifying areas for personal and organisational performance improvement. The challenge is to obtain complete and accurate learning needs analysis data. This amounts to answering who, what, when, where and why as well as how.

Competency studies analyses and describes work performed deal with the 'what' of the five learning needs analysis W's. They do not collect a significant amount of data on who (trainers involved in the process), why (the reasons for training courses), nor when/where (or indeed whether training courses are the solution). In addition, competency studies miss an element of "what" (the documents, laws, procedures, equipment and other tools used on the job).

A thorough learning needs analysis exercise comprises six types of analyses. These are a context learning needs analysis of the business needs; a user learning needs analysis dealing with potential participants and trainers involved in the process; a work learning needs analysis of the tasks being performed; a content learning needs analysis of documents, laws, procedures used on the job; a suitability learning needs analysis of whether training courses are the solution; and a cost-benefit learning needs analysis of the return on investment (ROI) of training courses.