Learning is a necessary process for achieving business objectives and essential to improve organizational

performance. It bridges the gap between organizations, current capability and that needed to deliver

the business results from an individual point of view. It enables people to add to their stock of personal

competencies and develop their full potential.

Major business investments are targeted, prioritized, planned, monitored and managed to ensure the

best possible return on the investment. Learning should be no different. In most organizations, the

amount spent on training is a significant business investment. Organizations are beginning to realise that

effectively managing the training budget does not mean the money is well spent.

A learning need is where a gap is identified between the current level of performance and a required

level of performance. This required level could be of two types – where performance has fallen below or

not yet reached a satisfactory standard or a where a new standard of performance is required.

A systematic approach to learning needs analysis will enable organizations to –

Identify what skills and abilities employees already have

Identify what skills and abilities are required but are not available

Identify what current training and development opportunities are available

Identify gaps in the current training and development options

Identify what new learning and development is required to address the gaps

Raise the profile of the learning and development team

Increase retention quality of motivated people

Increase the sense of ownership and involvement of employees in their own learning and

development