Needs analysis
Map a current situation involving needs analysis; separate facts from assumptions and identify questions that need clarification.
All programmesPeople & HR / PM-PEO-015
From Skills Gaps to Development Plans
A practical programme in from skills gaps to development plans, connecting working concepts with team decisions and relevant workplace examples.
About the Course
This programme develops a working approach to from skills gaps to development plans in the context of people processes and workforce priorities. Participants move from understanding the main concepts to examining a case, testing alternatives and explaining a practical recommendation. The three modules focus on needs analysis, learning pathways and follow-up. Examples are selected after the training brief so that they reflect the responsibilities and experience of the participant group.
Course Objectives
- Explain the role of needs analysis and identify the information required for a reliable assessment.
- Use a structured worksheet to examine learning pathways and compare reasonable alternatives.
- Identify assumptions, missing evidence and implementation concerns related to follow-up.
- Prepare an evidence-based people initiative and follow-up measures for discussion with an HR or learning team.
- Translate the exercise into a workplace action plan with owners, review points and measurable progress.
Who Can Benefit
- HR and people-development professionals: apply needs analysis to their responsibilities through a guided case and a course-specific worksheet.
- Line managers and workforce planners: apply learning pathways to their responsibilities through a guided case and a course-specific worksheet.
- Learning and organisational-development teams: apply follow-up to their responsibilities through a guided case and a course-specific worksheet.
Participant experience and learning needs are reviewed before the programme is confirmed.
Curriculum & Practical Work
Learning pathways
Compare two approaches to learning pathways; explain the expected benefits, limitations and information gaps.
Follow-up
Develop an action plan for follow-up; assign responsibilities and agree how results should be reviewed.
Learning Method
Short concept discussions, guided worksheets, group comparisons and instructor feedback, followed by a workplace action plan.
Educational programme. No professional accreditation is implied; specialist legal, engineering or tax advice requires qualified professionals.