Before designing any learning solution, it is crucial to first analyze the actual learning need.
A well-conducted Learning Needs Analysis (LNA) ensures that training efforts are aligned with business goals and drive meaningful impact.
Why Conduct a Thorough Learning Needs Analysis?
A deep analysis helps answer critical questions before investing in training solutions:
✅ Clarifying the Business Need: Ensure the learning solution directly supports organizational goals.
✅ Defining the Target Audience: Tailor content to the specific needs and existing knowledge levels of learners.
✅ Understanding the Impact: Identify how training will benefit the target audience and improve performance.
✅ Setting Clear Learning Goals: Establish measurable learning objectives to track effectiveness.
Example 1: Onboarding Program
Business Challenge
A request was made to develop a structured onboarding program for new Mechanical Project Engineers. The goal was to streamline their integration into the organization and ensure they had the necessary knowledge and skills to perform effectively.
Key Questions Asked
I engaged with the relevant stakeholders and gathered insights by asking questions such as:
01. Why do you need a new onboarding program?
02. How is onboarding currently conducted? What are the existing gaps?
03. Are there relevant courses already available in [LMS]? If so, can you share the course names/links?
04. What is the preferred delivery method? (e-learning, classroom, blended learning)
05. What are the critical skills and knowledge required for success in this role?
06. Who will be the SME responsible for content review?
07. What is the ideal launch timeline?
Example 2: Sales Training Program
Business Challenge
A new training program was requested for 200+ Sales professionals worldwide. The objective was to align with the company’s Sales Proposition, market and customer needs and to equip them with the knowledge and skills to sell high-profit services effectively, using a compelling sales story and strong sales pitches.
Key Questions Asked
Skill Gap Analysis
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What specific challenges are Sales teams facing today?
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Is there data or feedback indicating a gap in their ability to sell high-profit services?
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Do they already have a sales story and pitch? If yes, why is it not working effectively?
Training Format & Structure
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How do you envision the breakdown of classroom vs. digital learning? (e.g., pre-learning modules, post-training reinforcement)
Success Metrics & Evaluation
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How will we measure the effectiveness of the training? (e.g., knowledge retention, sales performance improvement, learner feedback, business impact)
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Do you have baseline data (e.g., current conversion rates, sales performance metrics) to compare pre- and post-training impact?
Current Resources & Content Availability
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Do you have existing materials on the service proposition, market and customer needs?
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If so, are these materials up to date and aligned with the current business objectives?
Learner Needs & Insights
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Have you gathered feedback from the Sales teams on their biggest challenges?
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Would you like to conduct a learner needs analysis (surveys, interviews, focus groups) before designing the training?
Microlearning: Is training the right solution?
Before jumping to training as a solution, it's essential to analyze the real need. In this 25-minute microlearning, you'll learn how to assess whether training is the right approach using structured techniques like the 5 Whys and Rummler’s Model. This will help you identify root causes, differentiate between learning needs and other business challenges, and ensure the right solution is applied.