Training budgets get wasted more often by guessing what people need than by picking the wrong training provider. The From Skills Gaps to Learning Strategy: Training Needs Analysis Training Course by Arab British Fellowship Training Academy replaces the guesswork with a structured way to find out what employees, teams, and the organisation actually need to learn — and why.

This Human Resources Training Course walks through learning needs assessment, competency gap analysis, workforce development, and L&D planning as one connected process. Participants learn to collect and interpret real training data, prioritise what matters most, choose the right development interventions, and turn the analysis into a learning strategy that measurably supports business goals.

• Understand what Training Needs Analysis is actually for, and where it commonly goes wrong.
• Conduct learning needs assessment at individual, team, and organisational levels.
• Identify skills, knowledge, behaviour, and performance gaps using structured data.
• Apply competency gap analysis to workforce development priorities.
• Align learning requirements with organisational objectives and build evidence-based priorities.
• Create effective L&D planning frameworks and select the right interventions.
• Set measurable learning objectives and evaluate requirements using qualitative and quantitative data.
• Produce practical training needs reports and learning strategies.
• Support long-term workforce development through strategic learning planning.

Who Should Attend

• Learning and Development Managers, Training Managers, and Coordinators.
• HR Managers, HR Business Partners, and L&D Business Partners.
• Talent Development and Organisational Development Professionals.
• Workforce Planning and Competency/Performance Management Specialists.
• Training Consultants and managers responsible for workforce development.

Module 1: Why Most Training Needs Analysis Falls Short

• Purpose, scope, and levels of Training Needs Analysis
• Relationship between learning and organisational performance
• Role of HR and L&D professionals in getting it right

Module 2: Gathering the Right Evidence

• Learning needs assessment methods: interviews, surveys, observation, focus groups
• Data collection sources and quantitative/qualitative research methods
• Analysing learning evidence and assessment results

Module 3: Finding the Real Gap

• Competency gap analysis: identifying required versus current capabilities
• Skills, knowledge, and behavioural competency gaps
• Prioritising critical gaps

Module 4: Reading Needs at Every Level

• Organisational-level: business strategy and capability gaps
• Job and role-based training needs, skills matrices
• Individual and team-level considerations

Module 5: Planning for the Workforce You'll Need Next

• Workforce development and capability planning
• Skills forecasting and critical skills identification
• Succession and talent development considerations

Module 6: Turning Analysis into a Learning Strategy

• Principles of L&D planning and setting learning priorities
• Selecting learning methods, delivery formats, and blended learning
• Linking learning strategy to business objectives

Module 7: Prioritising, Resourcing, and Proving It Worked

• Prioritising needs by urgency, business impact, cost, and resources
• Learning performance indicators and measuring effectiveness
• Evaluating outcomes and continuous improvement

Module 8: Putting It All Together

• Conducting a complete Training Needs Analysis and assessment report
• Building a workforce capability matrix and L&D framework
• Presenting training recommendations to stakeholders