Learning Needs Analysis
Identify the learning needs of the learners’ workplace, department or division in accordance to the Learning Needs Analysis framework
Type
Domain
Competency Area
Education for Healthcare Professions
Levels
Interpret and apply learning needs analysis framework to identify the learning needs
Analyse training and learning needs of learners
Identify possible barriers to training and learning of learners, including general attitude, motivation to learn and availability of resources
Provide feedback on the learning needs analysis framework
Educate users on the use of the learning needs analysis framework
Align required competencies of staff to available training programmes
Determine the suitability of training identified to achieve intended outcomes
Identify learners’ attitudes toward training and development
Lead the development and implementation of the learning needs analysis framework
Collaborate with human resource department on the learning needs analysis to inform training plans at organisational level
Review the Learning Needs Analysis framework with key stakeholders
Educate educators on the use of the learning needs analysis framework
Develop competency models with reference to the identified organisational, individual and task analysis data
Guide the decision making process with reference to the outcomes of the learning needs analysis on the required training and development of the learners
Perform service gap analysis to determine training needs of staff
Develop the learning needs analysis framework against best practice standards, organisational and departmental needs and constraints
Apply latest learning strategies, techniques and technologies to improve the organisation's learning strategy and framework
Align required competencies of staff to available training programmes
Determine the suitability of training identified to achieve intended outcomes
Develop supervisory frameworks to enable supervisors to identify learning needs of direct reports independently
Identify and secure resources required for training
Secure resources, including budget for strategic human capital development
Set direction and drive the development of the learning needs analysis framework in alignment with the organisation’s strategic direction
Endorse training and learning developmental plans and policies
Review the learning needs analysis framework against national and international best practices
Review internal and external organisational trends and implement framework changes
Direct a culture of lifelong learning and skills mastery
Develop effective relationships with third party learning partners and organisations
Leverage professional networks to seek national or international training opportunities