Develop an Enterprise Level L&D Needs Assessment

Preparing, implementing and proving the value of L&D programs require a bit of research to perfect. Whether it is identifying the skill gaps or marketing the programs effectively, L&D professionals need to consider the various stakeholders and decision-makers to decide bottomlines of learning programs.

We’ll be sharing some of the better ways to develop your L&D need assessment make the most out of your enterprise learning programs.

Identify Current Skill Gaps

Identifying talent gaps at an early stage takes you a long way toward eliminating performance gaps.

Existing departmental metrics are a great place to start and you can align yourself with these metrics to identify the skill deficit. Also, the first-hand feedback on the indicators that predicts skill gaps will help you bridge gaps as per the essential benchmarks.

Plan for the Future

L&D as a profession provides a unique opportunity to be the agent of change that drives corporate learning culture. It is thus important to make sure that the programs and initiatives align with organisational goals.

Finding opportunities to reuse and recycle existing assets and content to revise, repurpose, or expand to accommodate future growth should also be a prime factor. Planning for the future also requires you to book some time with senior leadership.

Establish Values to the Enterprise

L&D programs are designed to enhance skills and close talent gaps while strengthening competencies for the organisation.

The engagement of learners and the management is likely to grow when they understand the value of the particular L&D program offers.

You can ensure a higher level of engagement with the following:

  1. Provide a compelling reason for conducting such programs.
  2. Explain the value that the program brings for the learners and what is in it for them.
  3. Promote the sense of achievement and success, not the fear of failing in assessments.
  4. Offer rewards for improvement, not participation.

L&D training programs don’t need to lengthy and extensive. These programs should rather be based on the agile approach to scale while improving cost-effectiveness.

Training Delivery Methods

It is a well-established fact that one-size-fits-all L&D programs don’t cater to a wider audience. Some learners prefer experiential approach, while others prefer to read or listen.  And if your workplace has multi-generational employee, demographics or physical abilities, you’ll require training resources in multiple formats.

Programs are supposed to be developed in the style that is most convenient or compelling for the audience. Resources need to be divided into consumable sizes and easily accessible so that time and location are no longer the considerations.

Learning schedules and resources that learners can consume in a non-learning environment improve the success rate of any L&D program.

In addition, surveying your learners or checking for the most consumed and effective method on the LMS will help you play with formats.

Develop Your Budget

L&D operations revolve around providing learning programs that add value to their organization. So as soon L&D programs are planned, it’s important to put together an annual budget.

The cost categories you need to consider are Fixed, Variable, Direct, Indirect, and Free Resources.

If you are looking for resources that don’t stretch your budget, you need to leverage internal resources like experts mentors, vendors, and free online training resources.

Communicate Your Strategy

L&D intersects across company lines and offers resources to the entire organization. As it is important for L&D to think through the latest training requirement in technologies, you need to market your strategy effectively.

No wonder, enterprises successful at implementing effective internal communication strategies end up grossing 47% higher net returns to their shareholders than companies without. So, build an effective internal communication plan for clear and frequent communication of strategies.

Marketing your program launch throughout the organization is another way to ensure attendance, visibility, and long term participation.

Measure and Document Results

It better not to expect your learners and their instructors to remember results of all assessments during a program kicked off six months ago. You need to track and store valuable data from your LMS, including assessments taken and certifications to prove the effectiveness of your L&D program.

Use the trends recorded by learners as a part of the employee engagement surveys and derive actionable insights from this data in comparison of LMS data. These insights help you showcase positive outcomes of your learning programs and thus increasing the value of your L&D programs.


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