The Value of Conducting a Needs Analysis—Part 2: Plan for the Future

In part 1 of this blog post series, I explained why we invest time in a needs analysis—and how critical it is to the success of learning solutions. 

In the next two posts, I’m going to walk you through two different approaches to needs analysis: the first is more strategic and is focused on the future needs of the organization as a whole, and the second is more tactical and concentrates on existing needs. 

Strategic-Level Needs Analysis

This level of needs analysis is a proactive, forward-looking activity with one simple objective: to ready the workforce to meet future performance goals.

When to use this: You need to help the business identify and anticipate future training needs across an entire business group or organization.

What happens: L&D partners with senior leadership to review the company’s strategic goals—usually for the next three to five years depending on your organization’s cadence—to determine what knowledge, skills, and performance the workforce will need to meet the goals. 

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The Value of Conducting a Needs Analysis—Part 3: Existing Needs The Value of Conducting a Needs Analysis—Part 1: The Why
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