When to carry out learning needs analysis
Featured in the Learning Needs Analysis training manual
By Beverley Williams
Category: People Management and Motivation
Credit price: 4 download credits (Single user)
Learning needs analysis (LNA) is an ongoing process. Listening to colleagues, maintaining awareness of business activities and monitoring the impact of current training and development will ensure that constantly evolving learning needs are identified. In addition to this continuous process, there will be occasions when formal LNA programmes will be needed to support specific changes or developments. A formal LNA programme could be needed for a range of circumstances - for example, when an individual staff member is promoted to their first managerial position or, on a larger scale, when hundreds of staff are expected to change roles as part of the centralisation of administration procedures. This activity encourages participants to identify when LNA should take place to ensure that they adopt a proactive approach to planning their LNA programme. During the activity, participants will actually book estimated LNA time into their diaries.
You begin by telling the participants that they are going to consider when to carry out LNA. To help them deal with this large and sometimes vague area, you will introduce them to a structured approach which examines LNA in relation to four different levels: the organisation as a whole; individual departments; individuals; the job. The participants then work in pairs to identify situations that would require LNA. For each situation they decide whether or not it could have been foreseen and what would be the best method of dealing with it at the most appropriate time. You then lead a feedback session taking two or three responses from each pair before moving on to explore the range of examples in Handout 3.4 Situations where LNA is required - solutions. Next, the participants work in groups of three or four to list as many situations as possible where LNA is required and place them in two categories; those that can be foreseen and planned for, and those that arise unexpectedly. You take feedback on their findings, then continue by asking them to work individually to identify situations in which they will be personally involved and to book estimated LNA time into their diaries. The activity concludes with a review of the key learning points.
Who is it for: This training activity is intended for use by trainers to help participants plan LNA programmes in advance.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 10 |
| Typical Duration: | 02:00:00 |
| No of Pages: | 24 |
Resources: View standard resources for Fenman training activities
Purpose: This training activity is intended for use by trainers with participants who are responsible for identifying the learning needs of others and who understand the importance of LNA within the learning and development cycle. They may be trainers or line managers with little or no experience in this role or who would benefit from a more in-depth understanding of a task they already perform. This activity is of particular use to participants who feel that they are always 'fire-fighting' training needs rather than planning for them in advance.
Download the training activity, When to carry out learning needs analysis as featured in the Fenman training manual; Learning Needs Analysis