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Factsheet:

Identifying learning and development needs

Resource summary

This factsheet was last updated in February 2014.

How are learning and development needs identified?

The identification of learning and development needs is based on the conduct of a formal or informal assessment of prevailing levels of skills, attitudes and knowledge, and any current or anticipated gaps, to inform decisions about the learning provisions required at individual, team or organisational level.

The implementation of a formal learning needs analysis (LNA) - also sometimes known by alternative terms such as training needs analysis (TNA) or training and learning needs analysis (TLNA) - may be seen as a health check on the skills, talent and capabilities of the organisation (or part of the organisation). It is based on the systematic gathering of data about existing employees’ capabilities and organisational demands for skills, alongside an analysis of the implications of new and changed roles for changes in capability.

Such a process should flow from business strategy, and its aim is the production of a plan for the organisation to ensure that there is sufficient capability to sustain business performance. It is also important to consider statutory requirements, for example certain positions require specified levels of health and safety expertise.

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  • How are learning and development needs identified?
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  • Learning needs analysis for smaller organisations
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