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At the heart of the learning needs analysis is a pretty straightforward concept, understanding which skills need to be developed to
It’s an assessment of the skills needed to perform current or upcoming roles better, and the tools for understanding the gap
between where you are now and where your organisation need to be. The obvious benefit is that you’re able to effectively close
the gap through more strategic learning and development, but there are multiple benefits. We’ll cover these before jumping into
the steps of conducting a learning needs analysis and your guide for success.
mindset. The term training needs analysis implies an assessment of what training should be delivered to reach company goals. A
learning needs analysis ensures your learners are the focus and that you’ll ask which people can we develop to reach our shared
goals?
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It makes sense to start with understanding the skills gap in your team because this also allows you to identify the greatest areas of
need and focus your training budget on those pressing skills. The proactive nature could also allow you to upskill staff before the
skill gap has a detrimental effect on your business. In a nutshell, you’ll get a better ROI on your L&D spend and ensure that it’s
If you’re able to provide better training that progresses people towards new skills and goals, you’ll create a culture where people
feel they can thrive and grow. It also creates an environment in which progression towards personal and business goals happens
How are you going to create effective learning courses for them?
What impact is it going to have on your business and their development?
Where does this fit into your budget?
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2/4/2021 How to conduct a learning needs analysis: a step-by-step guide : HowNow
Consider your company or team goals and what you’re lacking in order to achieve them. It’s also important to speak with your
employees at this point, to understand their perceptions on what might be lacking and anything they’re hoping to improve.
You can also gain insights from current job descriptions, by analysing the skills listed to determine core competencies and in-
demand traits across relevant markets and roles. Trawling through job boards and listings would be a big ask, so let HowNow
handle that for you! We’ll analyse 500,000 live job roles to give you insights and, more importantly, those hours back.
your view of their skill and proficiency in certain areas. Your learning system or platform can be extremely useful at this point if
you’ve chosen it wisely. In HowNow, your employees can grade themselves for the skills related to their role, and you can give
your own assessment on this one-to-five scale. Your learning platform analytics will also be invaluable for understanding recently
No pressure, but this will be a reflection of how well you’ve conducted the first two stages. Determine the current gap between
the skills your person, role or team has now and the levels needed to reach your goals.
(yes, another gap) between those and the resources you’ll need to develop the necessary skills. Creating all of those resources for
yourself would be another daunting task, so it’s important to use or consider platforms that curate learning content from high-
quality third parties.
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2/4/2021 How to conduct a learning needs analysis: a step-by-step guide : HowNow
On the subject of learning platforms, you’ll also need to determine how you’ll deliver your content and what format will make it
aspect and how will you measure it? Again, this can be influenced by the learning platform you choose. If you pick one that
seamlessly lets you monitor, measure and assess how your learners’ interact with resources, it’ll be a lot easier. Have a think, you
Well, if you’ve yet to settle upon a learning system or platform, we can help with that! Contact our team today and we’ll discuss
your learning needs. Or maybe you need a little more training inspiration before you decide on your strategy?
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