Learning Needs Analysis

Systematically identify learning needs, performance gaps, and training requirements before designing curriculum.

When to Use

• Starting any new learning project

• Performance improvement initiatives

• Identifying skill gaps

• Determining training vs. non-training solutions

• Stakeholder requirement gathering

Required Inputs

• Context: Organization, role, or learner population

• Business Goals: What outcomes are desired

• Current State: Baseline performance or knowledge

• Stakeholders: Who to interview/survey

Workflow

1. Define Analysis Scope

Learning Needs Analysis: [PROJECT]

Context: [Organization/department/role] Requested By: [Stakeholder] Date: [Date] Analyst: Learning Needs Analysis System

Analysis Scope

Population: [Who needs training - size, demographics, roles] Business Context: [Why this analysis is needed now] Success Metrics: [How we'll know needs are addressed] Timeline: [When training must be delivered] Budget: [Approximate budget constraints]

2. Conduct Stakeholder Analysis

Key Stakeholders:

• Learners: Those who will receive training

• Managers: Supervisors of learners

• Subject Matter Experts (SMEs): Content experts

• Leadership: Decision makers and budget holders

• Customers: End recipients of learner performance

Interview Questions by Stakeholder:

For Learners:

• What tasks do you struggle with?

• What knowledge/skills would help you perform better?

• What training have you received? What was helpful/not?

• What barriers prevent you from performing well?

• What resources or support do you need?

For Managers:

• What performance gaps do you observe?

• What does excellent performance look like?

• What consequences result from poor performance?

• What non-training factors affect performance?

• What results would you like training to achieve?

3. Identify Performance Gaps

Performance Gap Analysis:

Task/Skill Desired Performance Current Performance Gap Size Priority

[Task 1] [Standard] [Actual] [Difference] High/Med/Low

[Task 2] [Standard] [Actual] [Difference] High/Med/Low

Gap Classification:

• Knowledge Gap: Don't know what to do

• Skill Gap: Know what but can't execute

• Motivation Gap: Can do but won't do

• Environment Gap: Want to but blocked by system/tools

4. Determine Root Causes

For each performance gap, analyze root causes:

Is it a Training Need? ✅ Learners lack knowledge or skills ✅ Performers don't know standards/expectations ✅ New process/system requires learning

Or a Non-Training Need? ❌ Poor tools or technology ❌ Lack of resources or time ❌ Inadequate incentives/consequences ❌ Unclear job expectations ❌ Poor hiring/selection

Recommendation: Training solves knowledge/skill gaps only. Recommend non-training solutions for other gaps.

5. Conduct Job/Task Analysis

For skills-based training:

Job Analysis: [ROLE]

Critical Tasks (what must be done):

1. [Task 1]: [Frequency] [Importance] [Difficulty]
2. [Task 2]: [Frequency] [Importance] [Difficulty]

For Each Critical Task:

• Steps: [Procedure breakdown]
• Knowledge Required: [What they need to know]
• Skills Required: [What they need to do]
• Tools/Resources: [What they need]
• Standards: [How to measure success]
• Consequences: [What happens if done wrong]

6. Map Competencies

Competency Framework:

Competency Definition Proficiency Levels Current Target

[Skill 1] [Description] Novice/Competent/Expert [Level] [Level]

[Skill 2] [Description] Novice/Competent/Expert [Level] [Level]

7. Prioritize Learning Needs

Prioritization Matrix:

Impact on Performance (High/Low) × Frequency of Use (High/Low)

High Impact + High Frequency = PRIORITY 1 (Must Train) High Impact + Low Frequency = PRIORITY 2 (Should Train) Low Impact + High Frequency = PRIORITY 3 (Nice to Train) Low Impact + Low Frequency = PRIORITY 4 (Don't Train)

8. Generate Needs Analysis Report

Learning Needs Analysis Report

Executive Summary

[2-3 paragraphs summarizing key findings and recommendations]

Findings

Performance Gaps Identified

1. Gap: [Description]
   • Current State: [Baseline]
   • Desired State: [Target]
   • Impact: [Business consequence]
   • Root Cause: [Knowledge/Skill/Motivation/Environment]
   • Recommendation: [Training or non-training solution]

Training Needs (Priority 1)

• Need 1: [Description] - [Target audience] - [Urgency]
• Need 2: [Description] - [Target audience] - [Urgency]

Non-Training Needs

• Issue: [Description] - Solution: [Recommended approach]

Recommendations

Training Solutions Recommended

1. Training Program: [Name/Topic]
   • Target Audience: [Who]
   • Learning Objectives: [What they'll learn]
   • Delivery Method: [How delivered]
   • Duration: [Time required]
   • Expected Impact: [Performance improvement]

Non-Training Solutions Recommended

1. Solution: [Description]
   • Type: [Process/Tool/Policy change]
   • Owner: [Who implements]
   • Timeline: [When]

Implementation Plan

Phase 1: [Action items with timeline] Phase 2: [Action items with timeline]

Success Metrics

• Metric 1: [How we'll measure success]
• Metric 2: [How we'll measure success]

Next Steps

1. [Action item with owner]

2. [Action item with owner]

3. CLI Interface

Full needs analysis

/learning.needs-analysis --context "sales team" --population "50 reps" --goal "increase conversion rate"

Quick gap analysis

/learning.needs-analysis --gap-analysis --role "customer service" --current "70% satisfaction" --target "90% satisfaction"

Competency mapping

/learning.needs-analysis --competency-map --role "software developer" --level "mid-level"

Help

/learning.needs-analysis --help

Output Format

Human-Readable: Full markdown report with tables, analysis, recommendations JSON: Structured data for integration with other systems

Composition with Other Skills

Input to:

• /curriculum.research

• Informs what to research

• /curriculum.design

• Drives learning objectives

• /learning.pathway-designer

• Personalizes based on gaps

Exit Codes

• 0: Analysis complete, needs identified

• 1: Insufficient data to complete analysis

• 2: Invalid context or scope

• 3: No performance gaps identified