Impact of knowledge, skills and experience on individual's behaviour at work
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The need for a Learning Needs Analysis to be undertaken is often triggered by the performance review cycle. Alternatively more often than not it is prompted by the discovery of underperformance or potential change within the organisation.
Imagine that you are a Training and Development Manager for a medium sized organisation. You have been asked by a line manager to help identify the learning and development needs of two individuals within their team. One of the two individuals is new to the team, having been there three months. They are new to the organisation and have not worked in this particular function before. The other individual is someone who has been with the team for the past eighteen months. Prior to this they have worked for five years in another part of the organisation. The line manager is keen that they progress and develop. However, being relatively new to the line manager role themselves, they have never undertaken a learning needs analysis before and have requested your help.
You have offered to work alongside the line manager to undertake the analysis and to offer coaching to them so that they will be able to undertake the LNA (learning needs analysis) themselves with other members of staff. The organisation has bi-annual and annual performance reviews from which each individual creates a Personal Development Plan.
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Imagine that you are a Training and Development Manager for a medium sized organisation. You have been asked by a line manager to help identify the learning and development needs of two individuals within their team. One of the two individuals is new to the team, having been there three months. They are new to the organisation and have not worked in this particular function before. The other individual is someone who has been with the team for the past eighteen months. Prior to this they have worked for five years in another part of the organisation. The line manager is keen that they progress and develop. However, being relatively new to the line manager role themselves, they have never undertaken a learning needs analysis before and have requested your help.
You have offered to work alongside the line manager to undertake the analysis and to offer coaching to them so that they will be able to undertake the LNA (learning needs analysis) themselves with other members of staff. The organisation has bi-annual and annual performance reviews from which each individual creates a Personal Development Plan.
PLEASE FOLLOW ME GUYS
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