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How to Conduct a Learning Needs Analysis

Corporate Learning and Development (L&D)

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Human Resources

How to Conduct a Learning Needs Analysis

A step-by-step practical guide to collecting and analysing the learning needs of your organisation

4.7

(1785)

8182 enrolled on this course

Last updated 11/2021

Irina Ketkin

₹ 3099.0

₹ 4599.0

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30-Day Money-Back Guarantee

Lessons

Quizzes

Duration

13 Hours

Skill level

Beginner

Language

English

Certificate

Yes

Full lifetime access

Yes

Description

Have you been asked to analyse the training or learning needs in your company yet you have no idea where to even start? Are you feeling overwhelmed by the amount of information you are surrounded with? You are not alone! Welcome to my course
Learning Needs Analysis
– a step-by-step practical guide to collecting and analysing the learning needs of your organisation.
My name is Irina Ketkin and I have been a Learning and Development practitioner since 2011.
This course is part of a series in Advanced Learning and Development and it focuses on a step-by-step guide L&D practitioners can follow to assess the current and future learning needs of their organisations.
This course is for anyone responsible for developing other people in the context of an organisation but isn’t sure how to understand the needs and provide learning solutions to fit those needs. If you are an HR expert or L&D practitioner then this course is for you. It can also be useful to freelance trainers and development consultants by helping them measure the clients’ needs in an objective and systematic way.
By the end of the course you will be able to
explain to your stakeholders the process
and the steps required to perform a Learning Needs Analysis, distinguish among various different ways to
collect data
,
analyse it
to fit your needs and then
present your findings and recommendations
. If you follow along with every step of the process, you will end up with a
comprehensive learning needs analysis report
that you can then present to your stakeholders and get their buy-in.
Watch a selection of the preview videos to get a feel for what the course is like. Also, check out the course content to see all the topics and steps that are included. And remember, every course comes with a 30-day money-back guarantee.
I look forward to seeing you in the course.
-----
Music by BenSound
Slides by PresentationGO & Slidesgo
Images by Freepik Stories, Freepik, Pexels, Pixabay and Unsplash
Icons by Smashicons from Flaticon
Who this course is for:
Learning and Development Experts
HR Experts and Generalists
Trainers
Freelance trainers
Training and Development Consultants

What you'll learn

What is Learning Needs Analysis

What is the difference between learning and training needs analysis

What to measure when conducting a learning needs analysis

How to collect data for a learning needs analysis

How to analyse data and turn it into meaningful information

How to use popular analytics methods for LNA - SWOT, PESTLE, PRIMO-F, PAQ, Skill Matrix, etc.

How to select appropriate learning interventions based on learning needs analysis

How to prioritise needs analysis findings and recommendations

How to present LNA findings and recommendations to get buy-in from stakeholders

Requirements

You will need a copy of Adobe XD 2019 or above. A free trial can be downloaded from Adobe.
No previous design experience is needed.
No previous Adobe XD skills are needed.

Course Content

27 sections • 95 lectures

Expand All Sections

1-Introduction

1.1-Introduction

1.2-Course Player and Page Navigation

1.3-Your LNA Project

1.4-The Structure of the Course

2-L&D Basics

2.1-L&D Basics

2.2-L&D Responsibilities

2.3-L&D Roles

2.4-L&D Skills

2.5-Summary

3-What is Learning Needs Analysis?

3.1-Training VS Learning Needs Analysis

3.2-Definition of LNA

3.3-Complications in definitions

3.4-Why is LNA important? Benefits of LNA

3.5-When do learning needs occur?

3.6-Approaches to LNA

3.7-Ensuring LNA success by addressing common pitfalls

4-LNA Process

4.1-LNA Process

4.2-LNA Purpose

4.3-LNA Objectives

5-What to measure in LNA?

5.1-Knowledge, Skills and Attitudes (KSA)

5.2-Alignment to business goals

5.3-Organisational LNA

5.4-Team LNA

5.5-Individual LNA

6-LNA Stakeholders

6.1-LNA Stakeholders

7-Collecting data

7.1-Types of data - Primary and Secondary data

7.2-Pros and Cons of Primary and Secondary data

7.3-LNA project example

7.4-Deductive and Inductive research

7.5-Quantitative and Qualitative data

7.6-Asking the right questions

7.7-What questions to ask your stakeholders

7.8-Interviews and Discussions, part 1

7.9-Interviews and Discussions, part 2

7.10-Focus groups, part 1

7.11-Focus groups, part 2

7.12-Questionnaires and Surveys, part 1

7.13-Questionnaires and Surveys, part 2

7.14-Secondary sources

7.15-Other considerations for data collection

8-Analysing data

8.1-Analysing quantitative data, part 1

8.2-Assignments: Analysing quantitative data

8.3-Analysing quantitative data, part 2

8.4-Analysing qualitative data, part 1

8.5-Analysing qualitative data, part 2

8.6-Analysing qualitative data, part 3

8.7-Analysing qualitative data, part 4

8.8-Analysing qualitative data, part 5

8.9-What to look for when analysing data?

8.10-Performance Analysis Quadrant

8.11-SWOT, PESTLE and PRIMO-F

8.12-Skills Matrix

8.13-Learning method choice matrix

8.14-Principles for selecting a learning tool in a programme

8.15-Overcoming barriers to learning

9-Prioritising Findings

9.1-Prioritising information and solutions

10-Presenting findings

10.1-Structure of your report

10.2-Executive summary

10.3-Introduction, Objectives and Scope

10.4-Methodology

10.5-Findings and analysis

10.6-Recommendations

10.7-Conclusions and Next steps

11-Closing

11.1-Congratulations!

11.2-BONUS: Continue your development with these courses

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