I am looking to refine the way in which we identify training needs in our business, which is a large global organisation.
Typically needs have always been identified at an individual level. The gathering of needs at group, company, site, business unit and team level has always been less formulaic.
I am looking to implement an information gathering process at all levels and am trying to make it as efficient and non-laborious as possible.
Can anyone share how they do or would approach this challenge – I am in need of inspiration!
Many thanks,
Laura
Laura Wright
2 Responses
no easy answers!
Simplistically, training needs fall out of (1)identifying business needs (2) identifying the knowledge and skills needed (3) identifying the current gaps.
Given that specific business needs will vary between each company, territory, BU, team, and individual – there can be no quick panacea to the issue!
However, finding a solution -as with many other current L&D issues – starts by taking a holistic approach to learning, rather than the normal, silo approach which sees the Training Department as the sole holder of the baton…
Embedding a learning culture into a global group means getting BU line managers involved, and we have found that a great way to start this process is by involving them in a needs analysis exercise for their team, based on the principles of an organisational Learner’s Charter.
Hope this helps…but I fear it doesn’t!
Organisational tna
In order to get a full appreciation of training needs across the business you will need to have an understanding of the business goals and priorities. If this is not already available and it is difficult to have a face to face meeting with the key stakeholders consider running a short survey/questionaire to the key people. It has worked for me in the past.