learning-needs-analysis

• Starting any new learning project
• Performance improvement initiatives
• Identifying skill gaps
• Determining training vs. non-training solutions
• Stakeholder requirement gathering

• Context: Organization, role, or learner population
• Business Goals: What outcomes are desired
• Current State: Baseline performance or knowledge
• Stakeholders: Who to interview/survey

1. Define Analysis Scope

```markdown

# Learning Needs Analysis: [PROJECT]

Context: [Organization/department/role]

Requested By: [Stakeholder]

Date: [Date]

Analyst: Learning Needs Analysis System

Population: [Who needs training - size, demographics, roles]

Business Context: [Why this analysis is needed now]

Success Metrics: [How we'll know needs are addressed]

Timeline: [When training must be delivered]

Budget: [Approximate budget constraints]

```

2. Conduct Stakeholder Analysis

Key Stakeholders:

• Learners: Those who will receive training
• Managers: Supervisors of learners
• Subject Matter Experts (SMEs): Content experts
• Leadership: Decision makers and budget holders
• Customers: End recipients of learner performance

Interview Questions by Stakeholder:

For Learners:

• What tasks do you struggle with?
• What knowledge/skills would help you perform better?
• What training have you received? What was helpful/not?
• What barriers prevent you from performing well?
• What resources or support do you need?

For Managers:

• What performance gaps do you observe?
• What does excellent performance look like?
• What consequences result from poor performance?
• What non-training factors affect performance?
• What results would you like training to achieve?

3. Identify Performance Gaps

Performance Gap Analysis:

| Task/Skill | Desired Performance | Current Performance | Gap Size | Priority |

|------------|---------------------|---------------------|----------|----------|

| [Task 1] | [Standard] | [Actual] | [Difference] | High/Med/Low |

| [Task 2] | [Standard] | [Actual] | [Difference] | High/Med/Low |

Gap Classification:

• Knowledge Gap: Don't know what to do
• Skill Gap: Know what but can't execute
• Motivation Gap: Can do but won't do
• Environment Gap: Want to but blocked by system/tools

4. Determine Root Causes

For each performance gap, analyze root causes:

Is it a Training Need?

✅ Learners lack knowledge or skills

✅ Performers don't know standards/expectations

✅ New process/system requires learning

Or a Non-Training Need?

❌ Poor tools or technology

❌ Lack of resources or time

❌ Inadequate incentives/consequences

❌ Unclear job expectations

❌ Poor hiring/selection

Recommendation: Training solves knowledge/skill gaps only. Recommend non-training solutions for other gaps.

5. Conduct Job/Task Analysis

For skills-based training:

```markdown

Critical Tasks (what must be done):

1. [Task 1]: [Frequency] [Importance] [Difficulty]
2. [Task 2]: [Frequency] [Importance] [Difficulty]

For Each Critical Task:

• Steps: [Procedure breakdown]
• Knowledge Required: [What they need to know]
• Skills Required: [What they need to do]
• Tools/Resources: [What they need]
• Standards: [How to measure success]
• Consequences: [What happens if done wrong]

```

6. Map Competencies

Competency Framework:

| Competency | Definition | Proficiency Levels | Current | Target |

|------------|------------|-------------------|---------|--------|

| [Skill 1] | [Description] | Novice/Competent/Expert | [Level] | [Level] |

| [Skill 2] | [Description] | Novice/Competent/Expert | [Level] | [Level] |

7. Prioritize Learning Needs

Prioritization Matrix:

```

Impact on Performance (High/Low) × Frequency of Use (High/Low)

High Impact + High Frequency = PRIORITY 1 (Must Train)

High Impact + Low Frequency = PRIORITY 2 (Should Train)

Low Impact + High Frequency = PRIORITY 3 (Nice to Train)

Low Impact + Low Frequency = PRIORITY 4 (Don't Train)

```

8. Generate Needs Analysis Report

```markdown

# Learning Needs Analysis Report

[2-3 paragraphs summarizing key findings and recommendations]

Performance Gaps Identified

1. Gap: [Description]

- Current State: [Baseline]

- Desired State: [Target]

- Impact: [Business consequence]

- Root Cause: [Knowledge/Skill/Motivation/Environment]

- Recommendation: [Training or non-training solution]

Training Needs (Priority 1)

• Need 1: [Description] - [Target audience] - [Urgency]
• Need 2: [Description] - [Target audience] - [Urgency]

Non-Training Needs

• Issue: [Description] - Solution: [Recommended approach]

Training Solutions Recommended

1. Training Program: [Name/Topic]

- Target Audience: [Who]

- Learning Objectives: [What they'll learn]

- Delivery Method: [How delivered]

- Duration: [Time required]

- Expected Impact: [Performance improvement]

Non-Training Solutions Recommended

1. Solution: [Description]

- Type: [Process/Tool/Policy change]

- Owner: [Who implements]

- Timeline: [When]

Phase 1: [Action items with timeline]

Phase 2: [Action items with timeline]

• Metric 1: [How we'll measure success]
• Metric 2: [How we'll measure success]

1. [Action item with owner]
2. [Action item with owner]

```

9. CLI Interface

```bash

# Full needs analysis

/learning.needs-analysis --context "sales team" --population "50 reps" --goal "increase conversion rate"

# Quick gap analysis

/learning.needs-analysis --gap-analysis --role "customer service" --current "70% satisfaction" --target "90% satisfaction"

# Competency mapping

/learning.needs-analysis --competency-map --role "software developer" --level "mid-level"

# Help

/learning.needs-analysis --help

```

Human-Readable: Full markdown report with tables, analysis, recommendations

JSON: Structured data for integration with other systems

Input to:

• /curriculum.research - Informs what to research
• /curriculum.design - Drives learning objectives
• /learning.pathway-designer - Personalizes based on gaps

• 0: Analysis complete, needs identified
• 1: Insufficient data to complete analysis
• 2: Invalid context or scope
• 3: No performance gaps identified