Analysing learning needs

Analysis can take the form of an ongoing approach (e.g. from annual appraisals) a project-based skills audit, or a combination of both. Analysis can also cover several levels: linking individual personal learning needs to those of the business; for specific projects or areas of work, where new opportunities or restructuring require new ways of working; or for the organisation as a whole to ensure all employees have the right capabilities to deliver its strategy.

The CIPD has also developed its approach to focus analysis on key business outcomes – called RAM (for Relevance, Alignment, Measurement) – by establishing:

relevance of existing or planned training provision to new business opportunities

alignment of the plan to other key organisation strategies (e.g. reward, engagement)

measuring and evaluating learning in terms of expected change and improvement, ROI and KPIs.