Future Proofing Your Organization: Identifying Skills Gaps through Learning Needs Analysis
Skills gaps are an issue of increasing concern for employers today. The importance of innovation and preparing a workforce and its leaders for the future cannot be underestimated. Perhaps in reaction to the slash-and-burn budget cuts seen post-downturn, we are now seeing huge sums invested into training each year. HR professionals are under pressure to prioritize learning and development while demonstrating tangible return on investment. However, a learning and development strategy formed without adequate understanding of an organization’s needs can be as ineffectual as no investment at all.
Traditional methods of identifying gaps, such as asking managers, HR or business leaders, do not always get to the source of the issue. Feedback may be subjective and less reliable than formal research in focusing training on the competencies an organization really needs.
And when it comes to sourcing skills from outside the organization, recruitment is often undertaken without a real understanding of what skills and competencies are required for organizational success. To overcome these issues, a considered, evidence based strategy is required.
Learning Needs Analysis (LNA) is an effective, proven approach to identifying existing skills gaps, prioritizing recruitment, and identifying future needs. Driven by robust research techniques and using employee and stakeholder consultation, LNA gets to the heart of the skills business requires.
This paper introduces a Four-stage LNA approach that detailing the way in which company can draw on their employees’ experiences and nurture them for future organizational success.