Learning needs analysis: How to capture the right data

For organisations to support individual capability development, they first need to understand the capability needs of their workforce. 

The system that most closely provides this data is the performance review process where people identify their development needs for the year ahead and their manager supports them in this endeavour. It’s a noble activity but it’s far from an exact science. It relies on self-awareness on behalf of the individual and a level of candor between manager and team member. It also requires both individuals to be aware of the capabilities that will best enable delivery on the strategic plan, not just the skills and knowledge that will help them today. It’s not easy.

Now of course if an organisation has a capability framework in place, then these capabilities are already set, however it doesn’t ‘fix’ the self-awareness or candor problem and in most cases capability framework statements are not extensive enough to capture the full picture.

So, what do we do? We would recommend a ‘top-down’ approach, where senior leaders (and those closest to the strategy) are invited to comment on the capabilities that will matter most over the next 1-3 years. Focus groups can extract this data efficiently but it’s only one side of the story. We would also recommend a ‘bottom-up’ approach - an annual survey for all employees. In doing this survey, there are a few considerations:

• Messaging is key. People are likely to have survey fatigue and some will be wary of the motives behind the survey, particularly if job security is a perceived threat, so you must get this right.

• Surveys distributed via senior leaders are more effective than via an all-organisation email. People are more likely to complete the survey if it’s coming from their manager.

• Survey design is key. You get one shot at this per year, so you need to structure this survey to maximise return on effort.

Survey Design Example

We recently worked with an organisation to create a Learning Needs Survey. Here is the structure of this survey.

Section 1: Demographic Information:

Providing baseline information for understanding different needs from different areas.

Section 2: General Capabilities:

Identifying priority development needs, across 8 general capabilities.

Section 3: Digital Capabilities:

Identifying confidence levels in digital and data, using an approved digital framework.

Section 4: Technologies & Applications:

Identifying priority development needs with core organisational technologies and applications.

Section 5: Organisational Learning Ecosystem

Recording local L&D (internal and external) to start mapping a learning ecosystem.

Section 6: Career Development

Suggesting ideas to improve career development at both an individual and organisational level.