The first step in building your Learning Development Plan is to have a clear understanding of the learners. What specific skills do they lack? Are there any aspects of the performance issue that aren’t really skill-related at all, but more process issues?
To make things easier, we’ve come up a set of questions you can ask your sponsor, your consultants, and anyone else who may have insights to share with you.
SiNing’s Pro Tips
Start by reviewing your stated goals on the
page once again. This will guide you as dig deeper into related issues and solutions.
Then, go through each of the questions in the Questionnaire section to get a clearer picture of which problem you think training will solve and what specific knowledge/skill/behavioral gaps need to be addressed. While anyone on the
can participate, this is where the Consultants on the team will shine.
Two ways to gather responses
Send this page to your executive sponsor, other leaders in the organization, or the target learner group and invite them to complete the questionnaire.
Use in Interview or Focus Groups as a facilitation tool where someone takes notes and captures all the responses at once
Needs Analysis Questionnaire
Gather information from stakeholders and potential learners in one of two ways:
Ask individuals to fill out the questionnaire themselves by sharing a link to
or by clicking
at the top of the page to invite them to fill out the questions on this page.
Interview people, then fill out the questionnaire on this page on their behalf.