Identifying learning and development needs

based on a formal or informal assessment of prevailing levels of skills, attitudes and knowledge, and on any current or anticipated gaps

enable decisions about what learning provisions are needed at individual, team or organisational level.

seen as a health check on the skills, talent and capabilities of the organisation (or part of the organisation).

based on the systematic gathering of data about employees’ capabilities and organisational demands for skills, alongside an analysis of the implications of new and changed roles for changes in capability.

should flow from business strategy, and its aim is to produce a plan for the organisation to make sure there is sufficient capability to sustain business performance.

also important to consider statutory requirements, for example certain positions require specified levels of health and safety expertise.