From Skills Gaps to Learning Strategy: Training Needs Analysis Training Course (Online / Remote)
1Summary
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.
2Objectives and target group
- 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.
3Course Content
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