Cambridge
Academy
In London

Introduction

Effective training starts with the right needs analysis and a clear learning strategy that aligns with business goals. This practical program builds core skills in identifying performance gaps, prioritizing learning needs, defining target audiences, selecting the right learning solutions, and building a simple annual training plan with measurable outcomes.

Course Objectives

By the end of this course, participants will be able to:

·        Distinguish training needs from performance/process issues

·        Conduct a simple Training Needs Analysis (TNA) using key methods

·        Prioritize needs based on impact, risk, and feasibility

·        Design a learning strategy aligned to business objectives

·        Build a basic training plan, budget estimate, and evaluation approach

Target Audience

This course is designed for:

·        Training and development specialists

·        HR and people development teams

·        Department focal points requesting training

·        L&D coordinators managing training plans

·        Anyone involved in identifying and planning training programs

Course Outlines

Day 1: TNA Foundations and Business Alignment

·        Training vs performance problems (root causes)

·        Linking training to strategy, KPIs, and compliance needs

·        Key stakeholders and roles in TNA

·        Defining scope: functions, roles, and priorities

·        Activity: Convert business goals into learning questions 

Day 2: Data Collection Methods for TNA

·        Interviews, focus groups, and surveys (simple designs)

·        Observation and task analysis basics

·        Using performance data: KPIs, errors, incidents, customer feedback

·        Competency frameworks and job descriptions as inputs

·        Workshop: Create a TNA toolkit (questions + survey items) 

Day 3: Gap Analysis and Prioritization

·        Identifying skill/knowledge gaps by role

·        Separating “must-have” vs “nice-to-have” needs

·        Prioritization matrix: impact vs urgency vs effort

·        Defining learning outcomes at a basic level

·        Activity: Build a prioritized training needs list by department

Day 4: Learning Strategy and Solution Design

·        Selecting solutions: classroom, on-the-job, coaching, e-learning, blended

·        Designing learning paths by role/level

·        Scheduling principles and resource planning

·        Budget basics: internal vs external delivery, costing assumptions

·        Case study: Choose solutions for three different needs

Day 5: Training Plan, Governance, and Evaluation

·        Building an annual training plan and calendar

·        Governance: approvals, vendor selection, and documentation

·        Setting evaluation approach (Kirkpatrick overview)

·        Reporting: plan vs actual, completion, impact indicators

·        Final project: Present a TNA summary + 12-month learning strategy and plan