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Posted: 11th March 2021
Does anyone have any insight on how best to approach a learning needs analysis? I have a budget for companywide learning (as opposed to individual technical training, which sits with each department). I have topics we need to deliver but really want to understand what our people want to learn.
I am looking for exactly the same it would be helpful if anyone can share, I would happily pay for some workable examples.
If anyone has any examples please can they share.
If you’re looking for a slightly different approach to the traditional learning needs analysis, you might consider a short Typeform survey asking your people things like how they like to learn – on the job, mentor, videos, books, classroom etc.. what skills they think it will be important to develop (non-tech) and then use this to decide next steps.
You’ll see some great examples about trends in L&D in our webinar here – as you know it’s all focused on giving autonomy to your people to drive their own learning at the point of need and providing choice so they can learn what they want and in a way that suits them best.
Hope this helps.
Disruptive HR Team
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