Analysing Development Needs

Use this case study to help participants understand how to approach needs analysis at a corporate level. Allow 1.5 hours for completion.

Here participants consider how to approach needs analysis at departmental level in a newly formed department. Allow up to one hour for completion.

This case study will help managers to identify development needs at an individual level in their team. Participants will consider how to prepare for and plan a development discussion. Allow 40 minutes for completion.

This case study explores issues surrounding induction training and identifying development needs. Allow one hour for completion.

The theme of this case study is the use of competency frameworks for planning training and development. Allow one hour for completion.

HR or training managers will find this step-by-step guide useful when planning and conducting an organisational-level needs analysis project.

Anyone conducting a team or organisational level needs analysis can use this short checklist as a guide to the sort of questions they will need to answer in order to keep people informed.

A handy checklist to help prepare for a discussion with an individual about their training needs. It will help to identify all the different sources of information that can be used to analyse development needs.

This diagnostic has been designed to help a strategic team review the effectiveness of the processes in place for identifying development needs at an organisational or departmental level. Allow 40 minutes for completion.

This diagnostic encourages a team to review how effectively they analyse team development needs. Allow 40 minutes for completion.

This diagnostic helps individuals to identify their development needs accurately, understand the various development methods available to them, and make the most of development opportunities.. Allow 40 minutes for completion.

This diagnostic will help to identify the gap between what senior managers believe affects performance and what is actually going on in the organisation. It should be used as a basis for identifying corporate development needs and drafting a corporate development plan. Allow an hour and a half for this facilitated session.

This diagnostic will help individuals to assess how proactive they are in relation to managing their career and personal development. Allow 40 minutes for completion.

This guide offers advice on introducing the Gallup Organisation’s Strengthsfinder questionnaire to line managers/team leaders to encourage them to recognise their team members’ key talents and help to turn them into strengths. Allow 35 minutes for completion. The diagnostic is designed to be used in conjunction with the book 'Now, Discover Your Strengths'.

This exercise, which can be used as an icebreaker, introduces the subject of learning/training/development needs analysis, encouraging participants to consider its purpose and benefits. Allow 20 minutes for completion.

This exercise, which can be used as an icebreaker, prompts reflection on the various sources of data that can be used for identifying training and development needs. Allow 15 minutes for completion.

This exercise will help participants to identify the various sources of information that they can use to analyse development needs. Allow 30 minutes for completion.

Use this short group exercise as a means of highlighting the point that it’s not always training that’s the solution to a problem or development need. Allow 30 minutes for completion.