Learning Loop QA Needs Analysis

Question 1

What do you assume by calling something a Training Needs Analysis

Answer 1

That the need is going to be filled by some training, regardless of the cause.

Question 2

What questions would you ask to uncover the organisational needs?

Answer 2

What difference is this going to make to the bottom line? How is this going to impact our customers? Will this save us money? Will this help our reputation? How will we notice the change?

Question 3

How do differentiate between knowledge, skills and attitude when determining learning gaps?

Answer 3

Another way of looking at it is head (knowledge), heart (attitude) and hands(skills). Head - stuff we know. Heart - how we behave. Hands - what we do.

Question 4

List 3 questions you could ask to determine a knowledge gap and its level according to Blooms taxonomy

Answer 4

1. What do you need to know?
2. What will you do with that knowledge?
3. How well do you need to know it?

Question 5

List 3 questions you could ask to determine a skills gap and its level according to Blooms taxonomy

Answer 5

1. What do you need to be able to do?
2. How often will you do it?
3. Will you need to do this on your own?

Question 6

List 3 questions you could ask to determine an attitudinal gap and its level according to Blooms taxonomy

Answer 6

How do you need to behave? How important is it? Do you have to role model this behaviour?

Question 7

How does an LNA impact design?

Answer 7

A strong LNA, using the triangulation method, gives a balanced and accurate picture of what the learning needs are and hence leads to focussed objectives. This makes design simpler and faster. Always when doing an LNA there should be a thought as to if this is a learning need or just a “need”.

Question 8

List 5 situations where a learning needs analysis could be foreseen or planned

Answer 8

1. New product planned
2. New team created
3. Merger with another company
4. A new role is created
5. Someone leaves their job and is replaced
6. A job promotion
7. Talent management planning
8. Management development programme planned
9. Restructure
10. Entering a new market

Question 9

List 5 tools to help conduct a learning needs analysis for individuals

Answer 9

1. Questionnaire
2. Interview
3. Line manager discussion
4. Appraisal meeting
5. Observation
6. Simulation
7. Mystery shopper
8. Hierarchical task analysis

Question 10

List 5 situations where a learning needs analysis could not be foreseen or planned

Answer 10

1. Sudden loss of a major client
2. Market conditions change
3. Loss of a key individual
4. Critical error in process
5. Unexpected technology failure
6. Natural disaster
7. Fire
8. New competitor emerges
9. Radical new product appears on the market

Question 11

List 5 tools to help conduct a learning needs analysis for groups

Answer 11

1. Focus group
2. Questionnaires
3. Engagement survey
4. Customer survey
5. Benchmarking exercise
6. Application for IIP or similar
7. Critical incident analysis
8. Task analysis

Question 12

Name the four levels of Learning Needs Analysis

Answer 12

1. Organisational
2. Team or departmental
3. Individual
4. Job role

Question 13

Name 4 factors which will influence the choice of learning solutions.

Answer 13

1. Budget
2. Timing
3. Resources
4. The people taking part
5. The location
6. The subject
7. If it is a knowledge, skill or behaviour

Question 14

When conducting a learning needs analysis, which 3 things are you looking for?

Answer 14

1. What they need to know (knowledge=head)
2. What they need to be able to do(Skill=hands)
3. How they need to behave (attitude=heart)

Question 15

Describe 3 situations, which would indicate that there was a need and not a learning need

Answer 15

1. A process that is not working well.
2. Lack of resources
3. Lack of people
4. Lack of motivation
5. Lack of purpose
6. Not enough time to complete tasks

Question 16

What do you assume by calling something a Learning Needs Analysis

Answer 16

That what you discover will be filled with some learning. It is always good to bear in mind that when doing an LNA there may be other needs that do not require a learning solution.

Question 17

How do you know what to include in a training session?

Answer 17

Do a strong LNA, determine the objectives and stick to them. If it is a “nice to have” and you are running out of time, then focus on the objectives and achieving those.

Question 18

How do you differentiate between the following learning needs: Knowledge, Skills and Attitude

Answer 18

Another way of looking at it is head (knowledge), heart (attitude) and hands(skills). Head - stuff we know. Heart - how we behave. Hands - what we do.

Question 19

Why bother doing a learning needs analysis?

Answer 19

Think about, what if you do not? How do you know what you do will have any impact? Who will be blamed if it does not?

Question 20

Who follows up the learning and why bother?

Answer 20

L&D should be involved in follow up but the stakeholders should be driving it. Metrics from the business are often not available to L&D and so if the stakeholders are bought in, they can be collecting the MI to support the outcomes have been met.