1. Training and Learning Needs Analysis (TLNA) a tool to promote effective workplace learning & development
Helen Mason, Project Worker, Unionlearn Representing & Influencing Team
Learning & Development Institute

2. TLNA is …
“A health check on the skills, talent & capabilities of an organisation”
“The systematic gathering of data to highlight gaps in the existing
skills, knowledge & behaviours of employees”
The Chartered Institute of Personnel and Development (CIPD)

3. Why is TLNA important?
links training & development to the business strategy
enables staff to achieve personal and career goals
increases employee engagement
increases productivity & retention
evaluates effectiveness of training & development provision
supports effective management of resources
demonstrates a commitment to equality & diversity

4. When
major change – changes to services, policies, restructures, (driven internally or externally)
review - part of an on -going review process (individual or team)
skills gaps - when learning provision has become out of step with business strategy & current practice

5. The best fit for your organisation’s needs

6. Who needs to be involved?

7. Considerations for an effective TLNA
relevance – how does what we are currently doing, and what we plan to do, help meet new opportunities and challenges?
alignment – will it fit with the organisation’s priorities?
measurement – how will you evaluate the changes (return on investment, cost, KPI’s, staff retention)?
accurate & inclusive – how will you ensure data is a true reflection of the current situation?

8. Some considerations for scoping a TLNA do you have the resources to
to collect / analyse the data?
make recommendations based on the data?
plan and budget for the response to the LTNA?
&
senior level buy –in & support?

9. Types of TLNA data to consider
business objectives
technology & organisation of work
employee demographics
education & qualifications
job roles & responsibilities
current competence
employee status & location employee attitudes & culture
documentation
interviews
surveys
HR databases
existing competence frameworks
appraisal & performance management
portfolios

10. The outcomes as a strategy for change
big picture – what does this research tell you & how can it inform business planning & budgeting?
prioritisation – what is urgent & what will be the learning outcomes?
learning interventions – what changes in learning & development opportunities will you recommend?
staff engagement – how will this be communicated to staff & who will access those opportunities? evaluation – when will you evaluate your interventions & when will you review / undertake another TLNA?

11. Some key principles an effective TLNA should include
clarity of purpose
credibility of evidence
creative solutions
clear communication
clear cost/ benefit analysis

12. The role of the LR in a TLNA
undertake a local TLNA
contribute to a larger TLNA
encourage members to engage with TLNA
support members to understand the consequences and opportunities resulting from a LTNA

14. TLNA & the LR role descriptors
promotes the value of learning and training in the workplace
supports members in analysing their learning or training needs
keeps up to date with learning opportunities
contributes to the development of a learning organisation
supports the development and implementation of a workplace learning strategy
negotiates, and supports Continuing Professional Development in the workplace
promotes access to lifelong learning

15. supports local and national policies, initiatives and campaigns which promote learning
supports RCN members in planning and managing their learning
directs RCN members to information, resources and support systems that enable access to learning opportunities and resources, for example the RCN Learning Zone, Library and Information, R&D Coordinating Centre
contributes where appropriate to the organisation of learning opportunities to meet RCN members’ learning needs
provides information and advice to RCN members on learning related issues
identifies appropriate information to use in matters related to member learning