From Skills Gaps to Learning Strategy: Training Needs Analysis Training Course
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