Learning Needs Analysis

Consultation has concluded

No one decides to create a new learning solution for fun. There’s always a problem in the business that needs to be solved. And maybe a learning intervention will be all or part of solving that problem.

Learning Needs Analysis is the process of examining and defining the business problem, trying to identify the causes of that problem, and then recommending a learning solution that could help to address the problem. And that learning solution needs to be something that is practical given the timeframe and budget available, and the characteristics and needs of the target audience.

Developing new solutions

Once Learning Needs Analysis has identified a business problem and designed a solution, we develop that solution – either using our team, or by leveraging external vendors.

A learning and support solution doesn’t just mean a half day training session or a 30 minute eLearning module. There are a variety of different tools and techniques that can be combined to support the business. Here are just some of the options available:

Facilitator-led training can be a traditional classroom based session. But it could also include briefings for a large group of people; or tailored workshops for 2-3 people with a skilled facilitator.

Simulations are a particular type of facilitator-led experience where participants undertake a scenario that is as close to a real-world event as possible. There is then a detailed debriefing and feedback session at the end of the simulation. This type of experience can be very valuable for skills where a group of people must work together.

Sometimes learning doesn’t happen in a classroom. Conferences, webinars, seminars, lunch & learn sessions … all of these and more can be great components of a learning solution.

Good eLearning is much more than a ‘read and click next’ experience. Using case studies, scenarios and gamification can add an extra level of practical decision making to skills that should be improved before they are practiced in the real world (e.g. having a difficult conversation). And technology such as Augmented Reality and Virtual Reality is pushing the boundaries of what is possible even further.

Sometimes a short resource available at a point of need is more effective than a formal training solution (e.g. a YouTube video when you need to change your car tire).

Static support resources can include things like online help files, printable quick reference guides, and parallax scrolling HTML pages.

Many learning interventions are part of a wider change management approach, where a video or animation explaining the importance or key concepts of a change is helpful.

Other types of learning interventions use video because it is an effective way to demonstrate a realistic scenario. Or to make an online self-paced offering more engaging.

The 70:20:10 principle suggests that most learning happens on the job rather than in formal training. So facilitating this on-the-job learning is a great way to drive changes in behaviour. This may involve giving people in the business coaching and mentoring skills. Or it might involve developing resources like Conversation Guides for managers.

Research has shown that small initiatives spaced out over time are very effective for embedding learning. Technology exists within the Transport cluster to allow emails and text messages to be ‘pushed’ out to key learners. These can contain links to useful resources and further information when required.

No one decides to create a new learning solution for fun. There’s always a problem in the business that needs to be solved. And maybe a learning intervention will be all or part of solving that problem.

Learning Needs Analysis is the process of examining and defining the business problem, trying to identify the causes of that problem, and then recommending a learning solution that could help to address the problem. And that learning solution needs to be something that is practical given the timeframe and budget available, and the characteristics and needs of the target audience.

Developing new solutions

Once Learning Needs Analysis has identified a business problem and designed a solution, we develop that solution – either using our team, or by leveraging external vendors.

A learning and support solution doesn’t just mean a half day training session or a 30 minute eLearning module. There are a variety of different tools and techniques that can be combined to support the business. Here are just some of the options available:

Facilitator-led training can be a traditional classroom based session. But it could also include briefings for a large group of people; or tailored workshops for 2-3 people with a skilled facilitator.

Simulations are a particular type of facilitator-led experience where participants undertake a scenario that is as close to a real-world event as possible. There is then a detailed debriefing and feedback session at the end of the simulation. This type of experience can be very valuable for skills where a group of people must work together.

Sometimes learning doesn’t happen in a classroom. Conferences, webinars, seminars, lunch & learn sessions … all of these and more can be great components of a learning solution.

Good eLearning is much more than a ‘read and click next’ experience. Using case studies, scenarios and gamification can add an extra level of practical decision making to skills that should be improved before they are practiced in the real world (e.g. having a difficult conversation). And technology such as Augmented Reality and Virtual Reality is pushing the boundaries of what is possible even further.

Sometimes a short resource available at a point of need is more effective than a formal training solution (e.g. a YouTube video when you need to change your car tire).

Static support resources can include things like online help files, printable quick reference guides, and parallax scrolling HTML pages.

Many learning interventions are part of a wider change management approach, where a video or animation explaining the importance or key concepts of a change is helpful.

Other types of learning interventions use video because it is an effective way to demonstrate a realistic scenario. Or to make an online self-paced offering more engaging.

The 70:20:10 principle suggests that most learning happens on the job rather than in formal training. So facilitating this on-the-job learning is a great way to drive changes in behaviour. This may involve giving people in the business coaching and mentoring skills. Or it might involve developing resources like Conversation Guides for managers.

Research has shown that small initiatives spaced out over time are very effective for embedding learning. Technology exists within the Transport cluster to allow emails and text messages to be ‘pushed’ out to key learners. These can contain links to useful resources and further information when required.