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
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)
Why is TLNA important?
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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
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

The best fit for your organisation’s needs
Levels of TLNA
Organisation as a whole
What is needed to ensure employees
deliver the organisations strategy
Department, project, area of
work
New work, changing environments and
organisational structures need new ways
of working
The individual
Linking personal objectives to those of
the organisation
Linking together to achieve
objectives
Who needs to be involved?
Communication
HR
Managers
Stakeholders
o Define channels of communication
o Determine the audience
o Communications before during and
after should be carefully planned so
that the findings do not come as a
‘shock’ to people
Need to consult early and often
Considerations for an effective TLNA
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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?
Some considerations for scoping a TLNA
do you have the resources to
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to collect / analyse the data?
make recommendations based on the data?
plan and budget for the response to the LTNA?
&
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senior level buy –in & support?
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
The outcomes as a strategy for change
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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?
Some key principles
an effective TLNA should include
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clarity of purpose
credibility of evidence
creative solutions
clear communication
clear cost/ benefit analysis
The role of the LR in a TLNA
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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
Representing
members and
ensuring learning
needs are considered
Negotiating learning
opportunities
Organising
Using training and
learning needs
analysis (TLNA) to
support members
Campaigning for
learning needs
analysis and learning
provision
Influencing the
learning agenda
Communicating with
members and the
organisation about
training needs
TLNA & the LR role descriptors
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2.
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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
8.
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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